Have you considered that lowering headcount via rto firings increases profits, which leads to short-term growth in the stock market, so bonuses? Sure, some people will lose their homes, but someone else got a new boat. When God closes a door, he opens a window 🙏

It’s a punishment in the class war. The upper class think the peasants have it too good. You literally have the rich going on the news saying “a nice little recession” will straighten out workers.

business leaders are not high performers… The only people who do anything at all are direct team leaders - because they’re usually doing the same work as the team itself plus all the administrative bullshit.

High performers??? They don’t do shit

Seriously I want leaders to go after any business that doesn’t understand how emissions work. And I don’t mean just fine them. I mean shut that shit down and then fine them.or shut them down til they can push out a business model showing they are saving emissions.

And if a number of ex employees end up on unemployment insurance if there’s repetitive reports of the same bad management the business gets hefty fines to support unemployment in general. Bad management is way out of hand and it’s time for that shit to foot the bill of the cost of making an unworkable environment and impacting entire neighborhoods that cannot work within a local company

I seriously doubt this is the case, mostly because it doesn’t actually pencil out money-wise.

More likely, it’s a stealthy way to be able to lay people off without calling it a layoff.

Also, in-office employees are easier to control and monitor for bad managers.

I left a job in France (the base company is American) partly because of this stupid rule (3 days at the office) they tried to push. Our contracts give us the right to 2 days only. There was absolutely no need at all to do it but the managers were all on it like flies on a turd. 4 days was like their wet dream.

IMO it was all about control locally, but the USA base company “asked for it” which means way different things in the USA and the EU (in France you can’t just order people around that way or fire them ‘on a whim’), but they sure jumped on it like it was free abuse day for psychopaths.

Helped me leave that toxic environment though, gotta see the silver lining right!

I keep hearing people making this argument.

Is the assumption that Amazon is ignoring their finance dept and that this is driven by the sunk cost fallacy? “We dumped a bunch of money into this, therefore we should continue to move forward with it.”

I ask because the appraised value of property is based on what other’s will likely pay for it. If no one else is wants to pay a lot of money for my office space, it doesn’t matter if I have 1 employees or 10,000 employees in that building.

You literally have to use technology to use Amazon so I think that qualifies right?

Amazon died for me when they started to send out obviously used products as new and bitched during the refund process. Also that the portfolio of products is now even worse than ebay. It’s a bit like the seemingly unregulated play store

The article isn’t paywalled for me so here is a copy paste from the article, I won’t bother with any formatting: #Amazon tells managers they can now fire employees who won’t come into the office 3 times a week

Eugene Kim Oct 19, 2023, 7:51 PM CEST A man walks on the street near the Amazon headquarters in Seattle, featuring large glass domes. Amazon has a performance-review system that includes an improvement program named Pivot. David Ryder/Getty Images

Amazon shared updated return-to-office guidelines with managers this week.
Managers are now allowed to fire employees who fail to comply with Amazon's return-to-office mandate.
Amazon requires most employees to come into the office three times a week.

Amazon is now giving managers leeway to effectively fire employees who fail to meet the company’s three-times-a-week, return-to-office mandate.

That’s according to updated global manager guidance on Amazon’s return-to-office policy obtained by Insider. Amazon shared the guidelines and manager talking points through an internal portal earlier this week.

The guidelines tell managers first to hold a private conversation with employees who don’t comply with the three-times-a-week requirement. Then, managers have to document the discussion in a follow-up email. If the employee continues to refuse to come in, the manager should hold another meeting and, if needed, take disciplinary action that includes a termination of employment.

“If the employee does not demonstrate immediate and sustained attendance after the first conversation, managers should then conduct a follow-up discussion within a reasonable time frame (depending on the employee situation, ~1-2 weeks). This conversation will 1) reinforce that return to office 3+ days a week is a requirement of their job, and 2) explain that continued non-compliance without a legitimate reason may lead to disciplinary action, up to and including termination of your employment,” the guidelines said.

Giving managers the ability to fire employees for noncompliance is the strongest measure Amazon has taken over its return-to-office policy.

First announced in February, Amazon’s return-to-office process has been unusually contentious, with more than 30,000 employees signing an internal petition and many others walking out earlier this year in opposition to it. Employees have expressed frustration because they were hired as fully remote workers during the pandemic and they see the current mandate as a shift from a policy allowing individual leaders to determine how their teams worked.

In February, Amazon said corporate employees would have to come into the office at least three times a week starting in May. In July, the company doubled down by telling remote employees to relocate near office “hubs” where most of their team members were. Those who refused to relocate or find another team that accommodated their needs were told to take a “voluntary resignation” package. By September, Amazon was sharing individual attendance records with employees, a shift from the previous policy of tracking only anonymized data.

In August, Amazon CEO Andy Jassy told employees that it was “not going to work out” for those pushing back against the office-attendance mandate. Confusion only grew when a top Amazon cloud executive told his team last month that he expected the return-to-office process to take up to three years to complete.

In an email to Insider, Rob Munoz, an Amazon spokesperson, said the company was seeing “more energy, connection, and collaboration” with the vast majority of employees in the office more frequently. He added that Amazon’s relocation policy was affecting a “relatively small percentage of our team” and exceptions to the return-to-office mandate would be made on a “case-by-case basis.”

“As is the case with any of our policies, we expect our team to follow them and will take appropriate action if someone chooses not to do that,” Munoz said in a statement. Amazon’s scripted talking points for managers

In the guidelines, Amazon encourages managers to “assume positive intent” and “make high-judgment decisions” regarding individual situations, such as ascertaining whether employees have missed attendance requirements because they’re on paid time off or at home because of an illness. Before each meeting, managers are told to “be prepared” by reviewing the employee’s badge data and practicing what they want to say ahead of time.

The guidelines also provide basic talking points for managers that reiterate many of the company’s public statements regarding return-to-office. Managers are asked to emphasize working together in the same location “supports individual growth and development,” and employees are “much more likely to understand our unique culture” when doing so. Before asking why an employee is failing to come into the office regularly, managers are encouraged to say that “this can be an adjustment” and that they “want to understand your circumstances.”

Managers are asked to follow a three-step process when dealing with an employee not meeting the return-to-office requirements, according to the guidelines. The first step is a private conversation with the employee where managers “seek understanding and documentation.”

If the noncompliance continues, managers should conduct follow-up discussions within a couple of weeks, where they have to reinforce the three-times-a-week attendance policy and explain possible disciplinary action that includes “termination of your employment.” The last step is to engage a human-resources representative who may deliver the employee a written warning or other actions, which may “ultimately conclude in termination of employment.”

Amazon also shared the following sample documentation template for managers to use when initiating follow-up meetings with employees who refuse to come into the office regularly. Managers in non-US countries are told to consult with their HR partner “as the template will vary by country.”

[Employee Name],
I'm following up with you after our return-to-office conversation on [INSERT DATE]. I want to ensure the expectations and next steps are clear. During our discussion, I sought to understand if there are any particular challenges you are experiencing that are keeping you from returning to the office at least three days a week. Based on our discussion, it is my understanding there are not. Instead, [CHOOSE either a or b: a) you have not complied with Amazon's return to office expectations since our last conversation; b) you have made clear that you do not intend to adhere to Amazon's return-to-office expectations.]
As we discussed, returning to the office at least three days a week is in the best interest of our customers, our company, and our team members. If you do not adhere to this expectation within two weeks [by INSERT DATE FOR THE FRIDAY TWO WEEKS IN THE FUTURE], you will receive formal corrective action. After that time, if you do not meet and maintain sustained compliance with returning to the office at least three days a week, you will be subject to further discipline, up to and including termination of your employment.
If you have any questions or would prefer to work together on solutions that enable you to meet Amazon's return-to-office expectations, please let me know as soon as possible. We'll meet again after two weeks to discuss your progress.
[Manager Name]

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Every single time you go to that job, it was your choice.

It’s a punishment in the class war. The upper class think the peasants have it too good. You literally have the rich going on the news saying “a nice little recession” will straighten out workers.