CEOs Pull the Plug On Remote Work: Shifting Tides In The Workplace: LRI INK

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Subject: CEOs Pull the Plug On Remote Work: Shifting Tides In The Workplace: LRI INK

June 15, 2023

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CEOs Pull the Plug On Remote Work: Shifting Tides In The Workplace

by Kimberly Ricci

Many employers are reversing their policies on remote work for their employees—a move that has not resonated well with workers in many companies, leading thousands of workers to push back by threatening to quit their jobs, or in the case of one large insurance company, explore the possibility of forming an employee union as a result.

The pandemic moved the world into uncharted territory only a few short years ago, and the workplace was no exception. For many, this meant a shift to self-employment or working from our home offices and virtual workspaces. This served a public health purpose at the moment, yet those newfound habits are proving hard to kick for workers and employers.

From a full-time worker’s perspective, work-at-home pluses include zero commute time and an at-times more flexible schedule. Employers now counter that those advantages are outweighed by lost workplace culture and missed opportunities for innovation and collaboration.

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This has led to a conundrum: how to ease a Return To Office (RTO) policy into workers’ lives. Unsurprisingly, this move met resistance for many employers, although, as we see below, one company offered a carrot, and another is dealing with a particularly rough transition. Let’s look at how some of the giants are piloting the issue:

Google will monitor employee attendance and include these figures in performance reviews. The tech giant also requested that current remote employees consider a hybrid approach of three days per week in the office.

Disney CEO Bob Iger mandated a four-day per week requirement for workers starting on March 1. He stressed the need for in-person collaboration to help the company rebound from significant financial losses in 2022.

Meta asked workers to show up in person three days per week starting on Sept. 5.

Amazon launched its 3-day in-office policy on May 1. Worker objections led to a walkoutby hundreds at Seattle headquarters.

Apple workers likewise voiced their dissent with CEO Tim Cook’s mandates for at least three days per week in the office.

Chipotle: Corporate workers must adhere to a four-day requirement following a mid-May announcement.

Salesforce pledged to donate money each time employees swipe their badge to enter the office. From June 12 to 23, each swipe sends $10 to local charities. The company estimates that total donations could reach $2.5 million.

The least envied employer of the bunch:

Farmers Group: A new CEO recently reversed a 2022 policy put into place for “most” workers, who were told last year that they would retain remote status. This prompted significant life decisions (i.e., moving across the country, selling cars) being upended through a new three-day in-office requirement. As a result, many workers made their frustration known and threatened to form a union or quit their jobs.

How can employers tackle this hot-button topic without alienating their workers? Deloitte Consulting LLP CEO Dan Helrich recently detailed his strategy, which he believes leads to answers, enhances employee engagement, and instills greater trust. He opens up debate topics as unmoderated chats with two-week turnarounds, and Helrich also advises disclosing all relevant data after a decision materializes.

Deloitte finds that this approach leads to employees appreciating that their input is valued while lessening any blows for those who aren’t thrilled with the final result.

The Great RTO Experiment shall continue as the world works towards “normal” again.

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Subject: CEOs Pull the Plug On Remote Work: Shifting Tides In The Workplace: LRI INK