Steven Pearlman的动态

If you’re reading this from your home office, it’s time to consider whether you’re prepared to lose your job over a return-to-office mandate. WSJ's Callum Borchers talked with more than a dozen people who’ve gone through RTO-related job losses or believe one could be imminent. They said that being shown the exit isn’t the worst part. Harder to swallow is the realization that they might never again score a remote or hybrid work arrangement as good as the one they had. https://lnkd.in/eavFU9J4

If companies and employees are spending time to enforce and circumvent the rules, then: 1. The employer should not have to monitor compliance if they hired people with integrity. When you have a work force committed to do the job and a shared purpose, they don’t require this level of oversight. 2. When did employees become so immature? 3. There is a misalignment with the hiring and the company’s goals.

The Wall Street Journal, MEET THE PEOPLE WHO REFUSED to GO BACK to OFFICE And LOST THEIR JOBS. These people are coming to terms with the fact that they might never work from home again. If you're reading this from your home office, it’s time to consider whether you’re prepared to lose your job over a return-to-office mandate. Companies are finally getting serious about in-person requirements, after years of?lax enforcement. Amazon.com will require employees to report to offices?five days a week?beginning Jan. 2. Several other major employers, including UPS,?JPMorgan Chase?and?Boeing, also have called at least some of their workers?back to the office for the full five. Outright firings for RTO noncompliance appear to be rare, or at least handled quietly, but the specter is real. Publicis Media in October terminated several dozen employees who flouted in-office requirements, according to multiple reports. The company declined to comment. Starbucks?has warned its office employees?they could be fired if they don’t show up three days a week, starting next month. Businesses including?Roblox?and Grindr?have offered severance packages?to employees who decline to show up as often as required, while others, like Snap, have laid off workers while citing in-office targets. by Callum Borchers https://lnkd.in/evVqB_ZC

https://lnkd.in/gchNJsJ7 And more signs of wage theft via forced return to office. Companies are using this method to have a reorg without layoffs to skirt the warn act laws and cheat employees out of their unemployment benefits. #remotework #toxicleadership #warnact

#UnpopularOpinion: I would rather have my team be productive than present. An additional hour of office work will produce the corresponding output for regular and standardized tasks. This is no problem, but I genuinely need creative solutions to overcome the barriers that keep us #ordinary. If people struggle with their work-life balance, adding one more hour will have little impact. Experimentation and risk-taking require an environment that can only be achieved with flexible work arrangements. You can't force innovation by gluing someone to an office chair for an additional hour, but you can create productive space for creativity by helping your team build the nurturing environment they need to thrive. #ReturnToOffice #RemoteWork #LeadershipDevelopment

"Millions of workers across the country are being given return-to-office marching orders. But the rules are different for stars and top performers." ? "Companies including?Amazon.com,?AT&T?and?JPMorgan Chase?have called?workers back to the office?five days a week recently, with bosses citing a need for?collaboration and connection. Nearly 80% of 400 CEOs in a 2024 KPMG survey said they expect employees to be in offices full time within the next three years." "Employees with unique skills and talents, however, are often being offered more flexibility than their peers, labor researchers and recruiters say. The privilege gets extended to those with a proven record of exceeding performance quotas, or whose brains and personal brands make them a hot target for competitors to poach. Sometimes it is also about seniority. In other cases, your work-from-home status depends on what team you’re on.?" I still believe a structured organized hybrid model is the best of both models.

RTO is so interesting. I think most management teams are exceptionally bad at the side of HR that involves organizing human beings and turning their outputs into free cash flow (I truly dont think most organizations have a grasp on what / whose hours of work are actually involved in FCF generation), and I think this will make it even more difficult to manage those tensions. Edit: I want to add, I dont think this is a pro or anti RTO thing. Its more, in a world where more remote work is viewed as a perk, does it create workplace tension in a place where most people have to work (say) 4 days a week in office, and around 5% or so of people get to only come in 1 day a week or whatever.

WSJ: Millions of workers across the country are being given return-to-office marching orders. But the rules are different for stars and top performers.? Companies including?Amazon.com,?AT&T?and?JPMorgan Chase?have called?workers back to the office?five days a week recently, with bosses citing a need for?collaboration and connection. Nearly 80% of 400 CEOs in a 2024 KPMG survey said they expect employees to be in offices full time within the next three years.

Your return-to-office (RTO) marching orders say a lot about your value to the company. Companies from Amazon and AT&T to JP Morgan and WPP are calling workers back to the office four and five days a week, with bosses citing a need for collaboration and connection. But not everyone is back at the water cooler, and certainly not every day of the week. Carve-outs and special exemptions exist, with some employees more on the hook for showing up than others. Higher-titled and salaried professionals as well as some star employees or hires with unique skills and talents, for example, are being offered or can negotiate more flexibility than their peers, labor researchers and recruiters say.?Whether you are exempt from full-time in-person work can also depend on what team you're on or whether you or not you exceeded certain quotas. Korn Ferry refers to this phenomenon as the "new hybrid hierarchy." It can lead to some tension among employees who have to go in full-time. My latest on #RTO and #WFH

If your organization is pursuing RTO but still wants to retain high performers or specialists seeking remote or hybrid work, using extra flexibility as an incentive makes a lot of sense. However as Ray raised, doing so without a good plan can create internal tensions. Here’s some advice for how to do it effectively: -Don’t jump the gun: it’s exponentially harder to iterate on expections than it is to launch them from the start. Don’t order people back to the office universally unless you have flexibility incentives already figured out. Putting the cat back in the bag is hard! -Align with managers and HR: managers will likely be responsible for implementing your solution. Educate them on how to communicate with their teams and what level of sway they have in offering their reports incentives. An inconsistent managerial approach will cause the perception of favoritism and poisons your culture with resentment. HR oversees performance reviews, and if you would like to offer additional flexibility as performance reward, there needs to be a clear, intentional incorporation into merit-based compensation practices. With the right planning, consistent approach, and transparency, you can still retain and engage high performers motivated by flexible options. Compensate to motivate! #rto #changemanagement #organizationaleffectiveness #teamperformance #productivity #flexiblework