Fortune 500’s Post

Amazon is one of the most visible enterprises struggling with implementing a return to the office for its employees, but it's hardly alone. A full 77% of the Fortune 100 are currently operating on some sort of hybrid/flexible work schedule, and more than a quarter (27%) of them require 1-3 visits to the office per week. Employers are amping up the rhetoric, and workers are resisting, either openly or more quietly. Why the tension? There are a host of reasons, but two stand out for me in particular: • Knowledge work is fundamentally different than it was three years ago — technologically, culturally, and even geographically. Expecting people to unlearn all the new ways of working that the pandemic necessitated and return to the way they collaborated before is impossible. • Most employers ignore the above and have made little effort to design the return to office, and synchronous in-person collaboration, with intention. They expect people to make a tortuous commute just so they can do exactly what they were doing at home. This is a complete waste of time, and employees are right to be disdainful of it. But there are benefits to being together in person. Knowledge work is not just about individual productivity. (In fact, 'productivity' is only one of myriad measures of value between an employer and a worker.) Leaders cannot ask workers to return to the office without rethinking that experience entirely. As has been observed elsewhere, *people don't hate the office; they hate having to go into the office for no good reason.* Leaders must consider what can their teams do together in person *better* than they can do working alone at home. Only then will any return to office plan start to be worth the commute. #hybridwork #design #amazon #fortune100 #flexibleworking #returntooffice #collaboration

Amazon cracks down on return-to-office holdouts, holding one-on-one talks with employees to ensure compliance with their in-office mandates. - 📅 Over a year ago, Amazon asked employees to return to the office three or more days per week. - 💼 One-on-one discussions are now being held with employees not meeting in-office time requirements. - 🔑 Some teams are required to spend a minimum of two to six hours per visit to count as office attendance. - 🚪 Concerns about "coffee badging," where employees swipe in but leave shortly after, have surfaced. - ✍️ Last year, around 30,000 employees signed a petition against the RTO policy. - 🚨 Managers are now authorized to block promotions or even terminate employees not complying with the three-day rule. #Amazon #ReturnToOffice #Workplace - 👩💼 Amazon's CEO, Andy Jassy, emphasized the need for employees to "disagree and commit." - 📈 The new policy aims to improve customer service, business outcomes, and company culture. - 🏢 Other companies like Dell and Google are also enforcing strict RTO policies. - 📉 Some companies face significant employee losses due to aggressive RTO mandates. - 👥 Effective communication and flexibility are crucial in managing RTO transitions. - 🏠 Employees’ preference for remote work poses challenges for strict RTO policies. https://lnkd.in/gBGgfzDA

Amazon Is Citing ‘Serendipity,’ Not Data, In Push For In-Office Mandates - https://lnkd.in/g_Nezk34 Amazon is once again angering employees with its refusal to use or rely on hard data to justify in-office mandates, citing "serendipity" instead.

An Amazon exec says it’s time for workers to ‘disagree and commit’ to an office return: ‘I don’t have data to back it up, but I know it’s better’. Business believes collaboration is the only thing they can try and point out for workers as a benefit. But this falls shorts when all meetings are online from desks in cubicles worlds apart. #tech #business #owrk #remote #people https://lnkd.in/dJ8FU-ZA

The ongoing debate around Amazon's return-to-office policies highlights the importance of data-driven decision-making. It's crucial for companies, even tech giants like Amazon, to base their workplace strategies on solid evidence rather than perception. As the CEO of an IT outsourcing company, I've seen the value of remote work when it's well-managed. Organizations need to consider the specific needs of their employees and roles, fostering a culture of trust and flexibility. A return-to-office strategy should be guided by relevant data and productivity metrics to ensure it aligns with the company's goals and the well-being of its workforce. https://lnkd.in/gWimAP4y #remotework

🏢🏡 Mandatory Office vs. Remote Work: What's the Best Approach? 🤔 The debate on whether a mandatory return to the office (RTO) is better than embracing remote work continues to heat up, and it's fascinating to see diverse perspectives on this. Let's unpack some recent insights and opinions. Amazon CEO Andy Jassy recently made headlines by mandating a return to the office, despite the company's well-known data-driven culture. Jassy's decision raised questions about the balance between physical presence and remote work, and whether judgment should override data in such decisions. Some have praised this approach, emphasizing the importance of in-person collaboration and company culture. Others, however, question the absence of data-driven justifications for this policy and its potential impact on employee well-being. Many argue that remote work has proven effective, citing improved productivity, better work-life balance, and talent retention. They question whether a one-size-fits-all office mandate is still relevant in a rapidly evolving work landscape. As we explore this topic, it's essential to consider the importance of flexibility, individual preferences, and the evolving needs of the workforce. What works for one company may not work for another, and what worked yesterday might not be suitable tomorrow. The world of work is in a state of flux, and there's no one-size-fits-all answer. It's a complex conversation that involves balancing various factors, from business needs to employee preferences. So, what's your take on this? Do you believe a mandatory return to the office is the way forward, or do you support a more flexible, remote-friendly approach? source article: https://lnkd.in/dSJQABbe 👥💼 #OfficeVsRemote #WorkplaceDebate #FutureOfWork

"It's probably not going to work out for you." Sounds like some employees need a new plan... The part of the article that made me cringe => "Jassy responded by saying that the return-to-office policy was more the result of a judgment call based on an assessment of various factors including business results." Amazon is doing what the CEO and decisions makers believe are in its' best interests. Fine. Then those employees not on board with the RTO policy need an exit strategy. One that will work out for them! To ensure the future endeavors email is on their terms. #bestworklife https://lnkd.in/eqfBwCJV

Empty buildings and offices may seem #pointless to many Company #presidents. Its #perplexing to find the #perfect mix of #preference, #personallife, #productivity, #performance, #practicalityonline, and the interplay of #principles vs #purpose of #peopleinteractions.

I believe a large amount of this feeling from leadership towards remote work is around insecurity and an unwillingness to adapt their leadership and managerial styles to this new work dynamic. We expect IC’s to constantly be adapting and learning the new tech stacks, the new languages, and more but leadership can often be reluctant to adapt to new work dynamics and new ways of interacting with those they are leading, even if it is more beneficial to the IC’s. There are also many that have insecurity and don’t feel as valuable in their management role if they cannot physically see their team members working and check in on them regularly. These are not leaders but micro-managers. If you have hired the right people and given them the tools and knowledge to do their job, then you should have no issue letting them work in the way that is most efficient and optimal for them. Leaders should never punish good employees because they made bad hires that they cannot trust or are insecure in their leadership style.

Man.. Andy Jassy (amazon ceo) out here just saying "Eff your data, I do what I want. Watch this: 5 days RTO. You want to leave? Leave." Here you go folks: Evidence that worker and business relationships are changing. Why, because the ugly is coming out. Power tends to lash out when it's losing it grasp. This one was clear: DO AS I SAY OR LEAVE. I usually get a bit miffed at this, but the frustration isn't ultimately worth it. These types make absurd amounts of money, they come and go and ultimately don't really give a flying f*** about you. So writing a terse email, leaving for another job, maliciously complying go nowhere. Remember to look out for what's good for you, if you can leave do it. Just know that folks like myself, who can at least enact change at our levels towards supporting Hybrid/Remote models of work are doing just that... It's just going to take us a while to get to the top to REALLY get the good changes going ;) But, we'll get there together.