The return-to-office, or “RTO,” conversation is taking a more contentious turn in 2023’s final months as executives at some of the world’s most influential businesses speak up.

Amazon CEO Andy Jassy called out corporate employees of the e-commerce giant who did not comply with its requirement to report to the office three days per week, according to the Associated Press. Firms such as Goldman Sachs are reportedly taking a stronger stance on in-office attendance in recent months, while other leaders have made apparent their contempt for remote workers.

All of these developments come as the vast majority of companies in a recent Resume Builder survey said they would implement plans to get employees back to the office before the end of 2024, and most said they either currently track or plan to track in-person attendance.

Whether they take a flexible or firm approach to RTO, employers still need to be aware of the confluence of economic reality and worker sentiment, according to Roselyn Feinsod, principal, people advisory services at EY.

“We’re sitting at an interesting time where organizations are balancing cyclical and structural factors,” Feinsod said in an interview. “Labor markets have been quite resilient in most places, and you also have a new generation [of workers] that is not afraid to change jobs, define where and how they work, or demand flexibility on day one.”

Mistake #1: Taking an ‘all or nothing’ approach

Employers get off on the wrong foot when they require employees who have been working remotely to come back to the office immediately on a full-time basis or face discipline, said Chris Kayes, professor of management at the George Washington University School of Business. This approach can turn employees against organizations at a time when job satisfaction and engagement have largely declined.

“Even though the labor market has cooled off, I still think employees have the upper hand,” Kayes said. “Employers are trying to push this, but workers are willing to step out of jobs and employers aren’t ready for that.”

Instead, Kayes said he advises employers to consider a “slow step” back into on-site work. That could take the form of a flexible requirement that employees spend a certain number of days in office while allowing them time at home or off-site to take care of personal obligations, such as child care or elder care.

Click for full article