New executive management seems out of touch with reality. The business update meetings are cringe listening to an overpaid executive telling his subordinates if he can go in 5 days a week, we all can. Hoping this isn’t what is coming down the pipeline as I would imagine most of the workforce would quit, as salaries are well below market trends. And no HR, I don’t need your copy and paste answer on how you are competitive because if you can read the reviews over the last couple of months, the overall concesus is we don’t get paid enough but have dealt with it because we were able to work remotely. Now, thanks to new management, that isn’t the case.
Does the new management team plan on giving us additional pay for gas, child care, or toll roads? As most of us acclimated to the pandemic and inflation, that meant moving or downsizing to be able to afford to live. Now with this new policy of going in once a week, most of my coworkers have to travel 1.5 hrs+, find child care, or leave their partner carless and all for what? To *collaborate* with your team? That’s funny considering Yardi downsized to one floor and most of the time we don’t sit by our team. Managers and Team Leads can’t find an office so they’re left trying to find a desk on the other side of the floor. Conference rooms are booked all day. People are like zombies - there’s zero collaboration so I’m not sure where HR is saying working in the office allows for an *organic connection* with your team, as the only organic thing I see are the oranges rotting in the kitchen. It’s just checking off a box and not benefiting anyone in anyway. HR claims employees that work together in the office are much further along in their subject matter knowledge. I wonder where they got that from, as it certainly wasn’t from a self-study conducted at Yardi, as we have been working remotely for 4 years and the company has benefited substantially by hitting all goals. Also, thanks executive team for the *incentive* to go in by providing us with snacks and lunch once a month. It’s giving some serious Severence vibes.
While I love my team and clients, not sure how much longer we all can last. Not to mention, the turnover was finally settling down and they threw this curveball. Nothing boosts team morale more than taking on another task of training more new hires on top of our already busy schedules. Since we have worked from home, Yardi has hit every goal set in place year of year all while working remotely. We implemented new platforms and services, became experts, and superseded our revenue goals. And where’s the money going? Definitely not to our salaries, but instead snacks.
Yardi’s corporate motto is to take care of our clients, take care of our employees, take care of our communities, stay focused, and grow. First, I would bet our clients haven’t noticed we’ve been working from home the last 4 years as our customer services has most likely surpassed their expectations. Working from home has allowed us to readily take on calls, cases, and escalations without the distraction of our peers or constant WiFi outages, as our headquarters can’t take on the amount of employees working from the office without breaking or causing a severe lag. Second, It’s time Yardi reviews the updates and changes set forth by this new management team because you are violating your own corporate motto of taking care of your employees. A one size fits all approach to this new hybrid schedule is not beneficial. What set Yardi apart from the rest was we thought Yardi embraced the new era of a work from home environment, as the numbers speak for themselves. Research shows companies that enforce mandatory return to work policies are more likely to experience turnover issues, so buckle up. You will lose your top performers. You will see disengagement. You will see burn out. Maybe instead of focusing on a half-baked forced in office collaboration, focus on employee engagement. The good news is, employee engagement has proven successful already for the last 4 years.
