People used to make sardonic jokes about cubicles. Then cubicles disappeared in favor of the open office and somehow the jokes stopped, just as things got worse.

Right?

To whom is this not obvious? Top talent has options.

Im open to in office. Just add 7.5k to base pay for each day in office provided it located in my relatively affordable location.

It's a balancing act though. A lot of top talent is going to leave either way, so over focusing on them hurts everyone else. Mandatory return to office was a lot more costly than most companies hoped for though. It was essentially a lay-off, but it left companies with pretty much only the bad employees compared to a more traditional approach.

Also, when it goes south, they can pin the blame on the consultant instead of themselves.

That sounds like a low estimate.

If a manager can’t appear useful to their superiors, that’s 100% pay cut for them.

When I lose this job, honestly, I'm fucked and it will be a nightmare because I'll probably need to go into an office, and I'm in no shape for that.

Which is why you should be looking for another job that ticks all your checkboxes while you have this job.

You need to demand a raise. And keep working from home.

And it's not even a week off halfway useful time. It's a week of fucking sitting in traffic breathing in exhaust and break fumes.

And on top of it, the commute is costing money, too. Either public transport tickets or fuel and wear an tear on car.

I can so much understand my former coworker. He switched jobs because not only did they pay more, but now he has a five minute commute instead of a one hour one.

Yep. I'm willing to make 10% less to be fully remote. Given the alternative is fewer days of sleep each year, plus many more in time spent grooming and transiting, then the cost of transport and lunch, to ultimately get less done, both at home and at work (with the same deadlines) I might even take 15-20% less.

Work/life balance is more important than money.

My company is based in CA, and employs me remotely from the Midwest. They pay me above average for my area, but less than they would have to if I lived in the Bay area where they are based. I feel like this works out for both of us! They even go so far as looking at the zip code of every employee when considering raises, and thus far (3 years) I have received an annual raise which is higher than the cost of living increase for my area.

In my situation at least, me working remotely benefits both myself and my company. I just can't understand why so many larger companies are so adamant about return to office, especially ones in larger coastal cities.

Yup. We got a new CEO, and they did a big push for productivity and enforcing our 3-day in office policy. My team had been on 2-day since the pandemic WFH policy ended, and my boss said we'd give it a try, and if it sucked we could go back. We had worse productivity, so we went back to 2-days in-office. The company policy is still 3-days in office, we just ignore it.

It really depends on your boss. A good boss can ignore stupid company policy, and a bad boss can ruin good company policy. My boss is one of the main reasons I took the job, and it's also why I'm still here (I'm pretty sure I'm underpaid, and my boss is upfront about that, but I like my boss so I'm sticking with it for now).

Similar to my case. My manager is based in Europe, and he basically said that to him, I’m a remote employee whether I wfh or go to the office, so it doesn’t matter. And even for other team members in the same location as him, he doesn’t force them to come in.

Our director (my boss’ boss) moved out of the US so it doesn’t make sense for him to ask us to come in when he himself is remote. And he also told us that he doesn’t care where we work from.

We’re lucky our bosses aren’t old heads with outdated work principles. Barring any explicit orders from the very top, I expect to keep the status quo. And even then, I’m sure at least up to our VP will defy those orders.

Yeah our CIO started talking bringing cubes back. My manager, his manner and our director are pretty opposed to this. We do well remote and there are things we literally couldn’t do in the office. We’re in once a week-ish if it works out and if this forced our director would have to move back from multiple states over…. I don’t think they’ll make that move back if pressed and one co-worker expressed “fire me” sentiment if it comes.

No, it is just incompetence. There's a serious disconnect between the people making the return to office call and the people dealing with it. The thinking is that, over years, the talent lost will be replaced and the backlash will subside and whatever reason they have for the RTO is more important than these.

The trouble with the software industry upper management is that they have never had to deal with an industry in trouble. They've been working in a rapidly growing industry for their whole career. Bad decisions matter very little in such environments so they think they don't make any.

If this would have surprised no one they wouldn't have done it and just ate the cost of office spaec. No, there's people out there who still think company loyalty is a thing and that fostering a "company culture" is actually viable.

To do this without being a helicopter manager, state clearly to them what your goal is. Most employees will work with you if the end result is wfh without a nannycam. Explain you need a way to confirm work product in a way that management can approve of without being too invasive, and keeping on pace with in office work.

In truth, you should not care if they slack off half the day as long as they produce quality work product at a similar rate. Wfh is fewer interruptions and meetings, and means already they will have more "free" time. This is a management principle that is hard to accept, but insisting on the appearance of work is detrimental. Obviously this varies based on the type of work, but yours sounds like a software development situation. "so long as your reports are filed and your queue is cleared every 48 hours, your pace is up to you".

Give them the rope to hang themselves with. Tell them that's what you're doing. Maybe one dev prefers to go easy then crunch for 6 hours on the 2nd of that 2 day cycle, for example.

Ultimately you cannot teach people to be responsible but you get far more positive results from treating people with trust and positivity than with skepticism and monitoring. That makes you less a team and more "the other".

Obviously this advice may not apply in your situation but in general try where you can to apply this in principle.