Since the onset of the pandemic, a contentious discussion has unfolded: Organizations fluctuate between providing teams with remote, flexible work arrangements and expressing concerns about their productivity and the potential loss of in-person collaborative benefits. This back-and-forth momentum has reached a conclusion at Amazon. On September 16, Amazon unveiled a directive for its remote employees to return to the workplace five days a week starting in 2025.
In a communication from Amazon’s CEO, Andy Jassy, he opens with, “Hello team. I wanted to take a moment to discuss a couple of adjustments we’re implementing to enhance our culture and team dynamics.” He elaborates on several insights regarding the company’s “unprecedented success,” growth, and consistent efforts to enhance company culture, including the introduction of a “bureaucracy mailbox” where staff can send instances of unnecessary processes for elimination.
Then, he delivers the crucial message: “To tackle the second point of being better positioned to innovate, work collaboratively, and maintain a strong connection to each other and our culture, we’ve resolved to return to in-office work as we did before COVID. Reflecting on the past five years, we firmly believe that the benefits of being collectively present in the office are substantial.”
Amazon’s rationale for returning to office work
Jassy makes reference to a prior document from February 2023 that outlined the positive aspects of in-office work, aiming to prioritize “what would best empower us to enhance customer experience daily.” Here’s what he discovered after analyzing different working models throughout the post-pandemic period:
- It’s easier to foster company culture in an office environment “surrounded by colleagues,” particularly for new team members.
- Individuals are more “engaged” and “attuned to what’s occurring in meetings” when physically present.
- Leaders find it simpler to teach with “more individuals together in a room” to gauge understanding of the material.
- The atmosphere in person is more energetic, allowing for “riffing on each other’s ideas… more openly.”
- In-office work cultivates deeper connections among team members.
Clearly, his focus is on business, noting specific sites around the urban headquarters such as “Puget Sound, Virginia, Nashville, and many cities globally where our workforce engages in office activities,” where they anticipate a “boost” for nearby enterprises.
However, Amazon is taking on some risks by enforcing a return to the office, particularly in a sector known for its flexibility and freedom. The University of Chicago Harris School of Public Policy released research in May 2024 indicating that top talent tends to seek opportunities elsewhere when tech firms like Microsoft, SpaceX, and Apple impose in-person work mandates. “Our findings suggest that return to office policies can trigger an outflow of senior staff, posing a potential threat to the productivity, innovation, and competitiveness of the broader organization,” the researchers noted.
A culture enhancement or a strategy to drive resignations?
Some analysts have focused on the initial part of Jassy’s message, which discusses the extensive layers of employees they’ve onboarded to facilitate remote work and other objectives. Roben Farzad, host of the podcast Full Disclosure, is among those speculating that Amazon aims to “manage people out” due to their “extremely metrics-driven” nature. He questions whether this is simply a prelude to future layoffs.
Conversely, others perceive this as a reflection of current trends, highlighting that across various industries, an increasing number of leaders are enforcing return to office mandates. ResumeBuilder’s 2023 survey of 1,000 executives revealed that 90% of them expected significant RTO by the end of 2024, and for some, this forecast is rapidly materializing.
Brad Glasser, from Amazon’s corporate communications, did not respond to our inquiry regarding the objectives behind the mandate. Instead, he stated, “In lieu of a statement, please refer to the message we shared with employees earlier this week here. Specific sections may be particularly informative…” He cites the substantial benefits, alongside Amazon’s ongoing commitment to family-friendly flexibility, asserting, “Prior to the pandemic, not all employees were present in the office five days a week consistently. If you or your child fell ill, or if there was a household emergency, or if you were traveling to meet clients or partners, or needed a day or two for focused work on coding, remote work was an accepted practice. This understanding will continue in the future.” Ultimately, Glasser emphasized the point about a gradual transition back, acknowledging that it will require an “adjustment” from employees regarding how they have arranged their lives.
Will Amazon’s mandate instigate a resurgence in return to office policies?
“This ongoing discussion, wherein both management and employees are actively engaged, has maintained a steady back-and-forth regarding the optimal work model. This tug-of-war will persist going forward, with a contingent of employers advocating for RTO, countered by many employees steadfastly supporting remote work,” says Kareem Bakr, managing director of Phaidon International, a global talent partner with 15 offices worldwide, including locations in London, Hong Kong, and Chicago.
Ironically, Amazon’s announcement coincided with National Working Parents Day, igniting conversations about how accommodating such policies genuinely are for families. Bakr observes, “Recently, several companies that had previously implemented stringent five-day in-office mandates are reverting to hybrid models. This modification is largely driven by employee demand for more flexible work arrangements and the challenge of retaining high achievers who have adapted to the advantages of remote work.”
He anticipates that certain sectors will always necessitate in-person attendance—from supply chain managers to life scientists—yet he predicts that “highly sought-after benefits” like this will become essential for organizations aiming to attract top talent.
While Amazon’s communication pointed to statistics and potential profitability increases, Bakr emphasizes the need to prioritize employee well-being first. “It’s vital to design your model based on what would be the most advantageous for your workforce. This perspective, which values and considers your team’s needs, is not only crucial for retaining and recruiting the right talent but also fosters a sense of inclusion in the decision-making process. Ultimately, it’s the people who will fuel collaboration and innovation, so they need to feel appreciated.”
How leaders should approach the RTO decision
This isn’t a decision to be taken lightly. “Before a company implements an RTO mandate, they should ask themselves, ‘What problem are we hoping to solve with this move?’ If they aim to tackle low employee morale and collaboration issues, they must clearly articulate how this will tangibly improve in the new environment and why this shift will genuinely benefit those accustomed to a hybrid or remote framework,” Bakr advises.
“On the other hand, if the employer’s intent behind the RTO initiative is to address underperformance among employees, they should be ready to present data-driven arguments illustrating how productivity rates will increase within an office setting compared to working from home.” He cautions that this decision could lead to “discontented employees” voicing concerns about losing control over their work environment.
Lastly, employers should monitor data, utilize employee satisfaction surveys, and even organize focus groups to keep the dialogue open with employees after the decision has been implemented, taking into account their possible stress and mental health changes. Even though remote work may not be a permanent fixture for everyone, the lessons learned during the pandemic have illustrated that such considerations must be central to fostering true organizational success.
