RTO or WFH?

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Mariam Mushtaq
October 01, 2024

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Alright - now that we have recapped all our sessions from our last mini-conference event, let’s talk about a topic that I have been itching to cover. 🙂

Unpacking Toxicity: What Amazon's Return-to-Office Policy Reveals About Workplace Culture

The topic of toxic workplace culture has once again taken center stage, this time with Amazon's recent (not recent - but still being talked about 🤐) mandate on returning to the office. It’s sparked a massive backlash from employees—and serves as a powerful case study on what can go wrong when leadership decisions are made without considering the human element.

In an employee survey, the policy was rated a mere 1.4 out of 5 by Amazon workers—a CLEAR signal of dissatisfaction. Yet, despite the overwhelming negative feedback, the mandate was enforced anyway. It’s almost as if… the employee survey responses didn’t matter at all. *cue mock gasp*

Is it any surprise, then, that employees view these surveys as meaningless exercises? Trust erodes when feedback is ignored, and Amazon's actions only serve to reinforce the sentiment that employee voices hold little value.

Let’s break down why this is a problem and how the concept of toxic workplace culture manifests itself, using Amazon as our primary lens. 🔍

The Amazon RTO: A Snapshot of Cultural Missteps

1. A Severe Disconnect Between Leadership and Employees
▶️ Amazon's decision to impose a five-day in-office mandate was largely positioned by leadership as a means to enhance collaboration and productivity. CEO Andy Jassy emphasized that working together in person would "better set up Amazon to invent, collaborate, and be connected enough to each other."

▶️ But the employee response was almost entirely negative. ❌ Workers took to internal forums, surveys, and even social media to express their frustration. Many pointed out that they had been more productive when working remotely, highlighting the benefits of fewer distractions, no commute, and the ability to flex their schedules to accommodate personal life. 😣

2. Ignoring the Impact on Well-Being and Quality of Work
▶️ Employees cited that the return-to-office mandate significantly impacted their mental well-being and work-life balance. The issue isn't just the policy itself—it's the dismissal of what employees need to thrive.

▶️ Workers explained that commuting was wasting hours they could otherwise spend on focused work or rest, and the rigid office requirement forced them to prioritize the office presence over quality results.

▶️ One employee stated, "I work with people across many time zones. With return-to-office, I no longer have the flexibility to easily shift hours and collaborate effectively. Three days in the office had an impact, and five days will only make it worse." This sentiment isn’t isolated—employees aren’t saying they don’t want to work; they’re saying they want to work in a way that makes sense.

3. Productivity vs Presenteeism: A Cultural Misunderstanding
▶️ There seems to be a persistent cultural misunderstanding at Amazon—and in many other companies—that being present in the office equals productivity. However, this mentality overlooks what makes employees productive: focused time, the right tools, and an environment that supports their best work. 🙌

🔴 Amazon's decision appears rooted in a desire for control and oversight rather than genuine output improvement.

▶️ Many employees shared that their productivity was higher when they worked from home because they could create an environment conducive to focus. Forced office attendance brings presenteeism into the mix—where employees are physically present but mentally checked out. (talk about a lose-lose situation eh?)

4. The Lack of Autonomy is a Trust Issue
▶️ When leadership enforces a blanket policy with no room for individual preferences or circumstances, it sends a clear message: "We don’t trust you." 🙅

▶️ The lack of autonomy at Amazon, as demonstrated by the pushback on this mandate, creates a toxic environment where employees feel they have no control over how they work. Employees value the ability to make decisions about their work environment based on what allows them to perform at their best.

▶️ Autonomy is often a key factor in job satisfaction, and stripping it away can lead to resentment and, ultimately, attrition. This kind of micromanagement—controlling when and where employees work—is indicative of a culture that values oversight more than outcomes.

Here’s a visual representation of Amazon responding to the employee survey:

In India, a recent tragedy has put the spotlight on the damaging effects of overwork. Anna Sebastian Perayil, a 26-year-old Chartered Accountant at Ernst & Young (EY), tragically passed away just four months after joining the firm. Her parents have publicly alleged that overwhelming work pressure led to her untimely death, sparking nationwide discussions about the glorification of "hustle culture" and the unrealistic expectations placed on employees.

Despite EY’s denial of direct responsibility, the tragedy highlights a persistent issue within corporate culture—one that sees burnout, exhaustion, and relentless overwork as the cost of success.

"The relentless demands and the pressure to meet unrealistic expectations are not sustainable, and they cost us the life of a young woman with so much potential."
—Anna Sebastian Perayil’s mother, speaking out after her daughter’s death brought India’s toxic work culture under scrutiny.

These conversations make it clear: whether it’s a return-to-office policy or an endless hustle mandate, ignoring employee well-being is a costly mistake. Toxic cultures don’t just harm productivity—they destroy lives.

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The Amazon story isn't unique. Toxic workplace cultures don’t develop overnight; they are cultivated through consistent actions—or inactions—by leadership.

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This policy is set to take effect on January 2, 2025. Given the significant backlash from employees: how do you think this is going to play out? Will Amazon stick to their decision despite the overwhelming dissent, or will the pressure lead to a change of course? It’s clear that ignoring employee voices comes at a cost—only time will tell how high that cost will be.

How do you think Amazon’s return-to-office policy will play out given the backlash?

What do you think is the biggest factor driving toxic cultures in today’s workplace?

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