As Amazon Announces 5-Day RTO, Are Other Employers Rethinking Their Position?

Amazon’s CEO announced that the company is restoring a five-day in-office workweek for its employees, a dramatic shift from its previous remote-friendly policies. The move comes amid a growing debate over the effectiveness of remote work, raising critical questions about the future of hybrid and remote work models.

As companies navigate a changing business environment, I wondered how this decision would impact the strategies of other CEOs who follow suit on remote work. I spoke with several other business leaders, including Keith Giarman, president of DHR Global. He told me that Amazon’s move to a five-day in-office work schedule would likely lead to an increase in CEOs reevaluating whether their hybrid and remote work models were decreasing productivity.

Whatever the outcome, Giarman stresses that this shift doesn’t mean remote work is going away anytime soon. “Companies are still adjusting to the post-pandemic work environment, which means that while some companies are back in the office, others have fully embraced remote environments based on their cultural preferences and approach to employee service,” he says. “This has created increased pressure on management to balance employee autonomy with ensuring that employees’ productivity meets expectations.”

More harm than good

Guy Thornton, founder of Practice Aptitude Tests, told me he believes RTO policies could do more harm than good to businesses. Thornton cites a 2024 study showing that the hybrid work model increased workplace productivity by 48.8%, in addition to reducing business costs and increasing employee retention. He questions why employers are choosing to return to pre-pandemic work models.

“When employees feel like they’re constantly being watched, trust between them and their employers can erode,” he says. “A lack of trust can then lead to employee disengagement, lower motivation and overall morale, which, paradoxically, can affect productivity. It can also blur the lines between work and personal life. If employees are constantly being micromanaged, they can feel a lot of pressure to meet goals and complete tasks in order to please their managers.”

“When the focus is on monitoring every detail of employee activity, it can lead to a compliance-driven culture in which employees are more concerned with meeting monitoring criteria than actually achieving success for themselves and the company,” Thornton says, adding that statistics show that 69% of people who have been micromanaged say it has led them to consider changing jobs.”

Risk of alienation of Generation Z

Avery Morgan agrees. “Amazon’s new mandate for a full return to the office risks alienating Gen Z and stifling productivity,” she told me. “Forcing employees to return to the office full-time is likely to lead to higher quit rates, as evidenced by a 116% increase in Google searches for “Companies offering remote work” in the last day following the announcement.

Morgan points out that flexibility is not just a perk, but a major draw for top talent and Gen Z, who will make up 27% of the workforce by 2025, and that businesses need to adapt to these needs. “Recent research from EduBirdie shows that Gen Z values ​​flexible schedules and the ability to work from home even more than traditional career progression, underscoring their desire for a healthy work-life balance,” Morgan notes. “Additionally, remote work is crucial for people with disabilities and those with caregiving responsibilities, who rely on flexibility to effectively manage their daily lives.”

Morgan points out that while some argue that in-person work drives productivity, numerous studies, including one of 800,000 employees at Fortune 500 companies, confirm that remote work can match or even improve productivity. offers three key tips for businesses:

1. Adopt a hybrid work model with flexible hours. “This approach allows employees the flexibility they value while accommodating the occasional need for in-person collaboration. It can help companies balance productivity and employee satisfaction.”
2. Develop remote working policies. “Create clear guidelines for remote work by defining eligibility criteria, performance expectations, and communication protocols. Include details about equipment, technical support, and data security to ensure consistency and address potential challenges.”
3. Regularly assess employee needs and preferences. “Conduct regular surveys and feedback sessions to understand employees’ changing needs and preferences for work organization. This ongoing dialogue can help companies remain agile and responsive to employee expectations, reducing turnover and improving job satisfaction.”

Employee Well-being

While Amazon is calling employees back to the office five days a week, some industry leaders are maintaining their remote work status, leveraging employee well-being as a retention strategy. DrFirst’s 2024 Employee Engagement Survey shows that remote work is still the future:

• 87% of employees say that remote working significantly improves their overall well-being.
• 86% said they felt able to control their productivity and results when working remotely.
• 83% say their work motivates them.
• 82% say remote work gives them the flexibility to balance the demands of their work and personal lives.

A diverse talent pool

As demand for flexibility, work-life balance, and autonomy continues to grow, Cheryl Swirnow, CEO of CMS Consultants, says Amazon’s shift is disconnected from the future of work, raising concerns, particularly among women. Swirnow emphasizes that remote work is crucial for companies looking to thrive in the future of work and build inclusion into their company culture. Remote work allows for hiring from multiple locations, which promotes inclusion.

• Impact on women: Remote work helps women better manage personal responsibilities and reduce stress, studies show
• Increased satisfaction and retention: Remote options lead to happier employees, increasing retention and job satisfaction
• Stronger organizations: Remote configurations help ensure business continuity in the event of disruptions.

A final summary

If companies are asking employees to return to the office, management should also consider innovative solutions to provide flexibility elsewhere. “For example, flexible working hours or longer paid leave can help employees feel more comfortable working in the office,” he says. “This way, companies can achieve the productivity levels required in the workplace while being responsive to employees’ wants and needs.”

Ultimately, Giarman argues, it’s about finding the right balance to create the desired culture that’s consistent with financial performance. “Any time senior management decides on a firm policy of bringing all employees back to the office, they have to accept the inevitable fact that they’re going to lose some in the short term,” he concludes. “That’s probably part of their calculations when they think about what culture they prefer in the long term and what the benefits are. If it’s not, it needs to be.”