Amazon announced in September that it was ending its hybrid-work policy. Amazon is the latest high-profile company to mandate that employees return to work full-time. Victoria Lewis-Stephens discusses the implications for employers who follow suit.
This policy change is contrary to the wishes of many employees. More than half of UK and US workers in office jobs would consider or leave their employers if they limited their flexibility.
Amazon’s announcement, and that of other organisations who are back-to-the office, represents a radical change in direction. Some will even perceive that it is taking away an ‘advantage’ that employees have relied on to make life decisions.
Let’s Talk About It
Amazon’s memo, which states that its employees will be “better equipped to collaborate and invent” as well as be “connected enough with each other”, is valid. It does however highlight a company that is deliberately reverting to an approach prior to Covid, rather than trying out new ways to enhance and improve its virtual collaboration.
The tone of communication “We’ve chosen …”,” is not one that suggests a shared cultural or genuine connection with employees.
This is not a decision that is inclusive. Hybrid working has led to some people changing their lifestyles, and even where they live. Some people’s circumstances and personal obligations will make it impossible to work five days per week.
The organisations that demand a return to work full-time will lose some employees, as well as the skills and diverse thinking they bring.
It’s important for businesses to engage with their employees and understand their perspective before they implement or revise any major work policy. Hybrid working is a compromise that most organisations haven’t mastered yet, but leaders need to talk to employees about it to make sure it works. It is the same for anyone returning to full-time.
Why do they not demonstrate and live these behaviors when they make these decisions if they want “better connection and innovation”? Has the company consulted employees? Are the offices set up to accommodate modern working methods? Most aren’t.
Do people really understand the reasoning behind the change in working patterns or is it simply a directive from out-of touch bosses and managers?
Communication of change involves bringing employees along on a journey where they find the right balance between what their leaders want and what their employees want.
Why Full-Time Work Sounds Appealing
There are many arguments for a return to work. Amazon must convince their employees and future talent of the benefits. Will younger employees alter their view of how they work? Is Amazon a big enough brand to make their policy irrelevant?
If you look for them, there are many benefits. It can be beneficial to have people in the office, as it allows them to build more effective networks and break down silos. Employees can develop more quickly with the help of mentors and role-models.
Not only are there professional networks. We who grew up in an office environment also have social networks. We still see ‘work-friends’ we met years ago. This option is not available to the younger generation who are already known to suffer from a worldwide epidemic of loneliness. The question is: do they want it or not?
It’s also important to keep in mind that, at an organisation such as Amazon, which employs a large number of warehouse workers, many have never had the opportunity to work remotely. There is flexibility in shift patterns.
Can Amazon revive the “campus mentality”? This is an interesting question, and we will have to keep an eye on this. The real question is: Did companies do enough to make these things remotely possible?
Risk management is essential to managing the risks
Communication, inclusivity, and tone of voice are the key factors. It’s important to use the right language, channel and approach when engaging people in change. This is especially true when there are high risks and/or divisions involved.
It seems strange that companies who pride themselves on their ability to know every detail about the likes, dislikes, and needs of their customers, and communicate with them to create community and engagement don’t also try to understand their employees.
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