The RTO Debate: What Amazon and Dell's Mandates Mean for You

The below is from my weekly newsletter, Talent Transformers, from a few weeks ago. If you’d like to receive these kinds of insights directly to your inbox, you can sign up here .

I’m sure you’ve seen that there's been a lot of buzz lately about the return-to-office (RTO) mandates from companies like Amazon and Dell. As more organisations embrace hybrid or remote models, the decision to bring people back to the office is sparking a lot of conversation. So, what’s driving these decisions—and what does it mean for you?

The case for returning to the office

Some leaders argue that in-person work fosters better collaboration and innovation. They believe that the spontaneous "water-cooler" moments lead to creativity and problem-solving, something that's hard to replicate over Zoom. Amazon, for example, is advocating that employees are more effective in the office, where there's a clear sense of culture and connection.

I can understand that, especially for early-career employees, this is a great way of sharing implicit knowledge, the kinds of things you just pick up by being around other people.

There's also the belief that being present builds stronger relationships, both with peers and leaders. Dell’s push for a hybrid model echoes this sentiment. While they recognise the importance of flexibility, their stance highlights the need for a balance between remote freedom and in-person collaboration.

There’s also the argument that in any organisation that has some employees who are required to be in the workplace (labs, factories etc) that it creates a divide when some employees are allowed to work from home while others cannot.

While a lot of people may love working from home, and the lack of commute, some people don’t do their best work at home and need the office environment to spark creativity.

Some are arguing that it is a way to get rid of employees without actually doing layoffs, and that with big household names like Dell and Amazon, they won’t have trouble finding talent to replace those who have left.

The pushback against RTO

On the flip side, many employees feel these mandates don't take into account how well remote work has functioned over the past few years. For a lot of people, working from home has been a productivity boost. They argue that they’re saving time, energy, and money that would have been spent on commuting—and let’s be honest, some of us have been able to balance our lives better with a bit more flexibility.

Many employees feel more autonomous and less stressed when they can manage their own environments. Autonomy is one of our core psychological needs, and so long as it’s balanced out by clear direction, it’s something we need to thrive at work. Mandating employees back to the office is the opposite of autonomy.

There’s also the mental health aspect, with employees reportedly feeling less stressed and anxious while working from home.

The shift to RTO can feel like a step backward, ignoring how work culture has evolved. This degree of flexibility has become the norm and engrained in our work cultures. We expect this type of work culture in any place we work.

The best talent will have their pick of companies to work in and organisations offering the type of flexibility they are accustomed to are more likely to attract their ideal employee.

What this means for you

So, how does this impact you, whether you're in leadership or navigating these changes as an employee?

If you're in a leadership role, these mandates could pose challenges. How do you balance the need for a cohesive workplace culture with employee preferences for flexibility? How can you create spaces for creativity and collaboration while honouring the autonomy people have grown to value?

For employees, it's a moment to reassess your needs and preferences. Could the office environment help accelerate your career growth? Or are there compromises you can negotiate with your employer to retain some of the benefits of remote work?

The future of work is still being shaped

Amazon and Dell's decisions are just one part of a larger conversation. Many organisations are still figuring out what hybrid work looks like long-term. The important thing is to stay adaptable and be prepared to voice what works best for you, whether that's a full return to the office, remaining remote, or something in between.

I'd love to hear your thoughts—how do you feel about the RTO mandates? Comment below and let me know!

I’m thinking of doing one more in-depth episode about the RTO mandates we’re seeing now, and would love to know what questions or examples you have to share (can be anonymous!).

To thriving at work,?