Adobe to acquire workfront6/10/2023 When companies do an abrupt about-face from hybrid to in-office work, it seems more often than not to be the result of their own management practices that brought about the low-confidence situation to begin with. It's not fundamentally unfair of employers to want an honest day's work for an honest day's pay - after all, even when people are their most important investment, it's still an investment that needs to have a positive outcome. This sentiment is reflected in a recent study Microsoft conducted where it found that 85% of leaders say that the “shift to hybrid work has made it challenging to have confidence that employees are being productive.” Ouch. For lack of a better methodology, we'll rely on the butts-in-seats method of earning a paycheck". Many CEOs have issued an explanation that, in so many words, says, "Nobody knows who's working hard anymore. Maybe many companies issuing the RTO do seem a bit desperate. Some say the CEO's demand for the RTO is just a cheap way to force people to leave without having to do a layoff. I'd like to look at how to keep everyone happy in this debate when employees seem to be lining up on one side and employers on the other (spoiler - the answer is not the cliché hybrid work plan) I thought I'd share a few thoughts about the underpinnings of the 'return to the office' request. Maybe that's a good thing and maybe it's not. It's happening - companies everywhere, some more famously (or infamously), are dropping the 'Return to Office' (RTO) bomb on their teams.
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