Why JPMorgan Chase's RTO mandate failed

RTO, the newer, but never ending debate.  I love this…The future of work is not just about WHERE we work, Its about WHY we work. Return-to-office (RTO) mandates are making a comeback…and the debate is heating up. -Employers argue RTO boosts collaboration, culture, and coordination. -Employees push back, citing burnout, attrition, and equity concerns. Here’s what’s clear: -Rigid mandates risk morale, DEI progress, and retention…especially among top performers. -Flexible, team-informed approaches tend to outperform blanket policies. The best companies aren't just enforcing attendance, they’re co-creating environments where people want to show up (in person or virtually). Because the future of work isn’t just about where we work. It’s about why we work…and how we show up for each other. #Leadership #FutureOfWork #ReturnToOffice #RemoteWork #HybridWork #PeopleFirst #CultureMatters #HRLeadership #EmployeeExperience #WorkplaceWellbeing #BusinessStrategy #Retention #DEI #LinkedInVoices https://lnkd.in/gcw4b5CS

The post-pandemic workplace is undergoing a major reset as employers regain control over work norms, driven by sluggish growth, productivity concerns, and the rise of AI. CEOs like Matt Comyn (CBA), Vicki Brady (Telstra), and Ryan Stokes (SGH) are navigating the tension between flexibility and performance, with some pushing for more in-office presence while others advocate for balanced, engaging environments. The Victorian government is proposing legislation to mandate two days of remote work per week, while unions are calling for shorter workweeks tied to AI adoption. Meanwhile, companies like CBA and Westpac are cutting jobs and offshoring roles, citing efficiency and cost pressures. In the U.S., the return-to-office movement is accelerating under the Trump administration, with major firms like JPMorgan and AT&T enforcing strict in-office mandates. Even Silicon Valley is shifting toward a more demanding culture. Despite the push for productivity, leaders like Jakob Stausholm (Rio Tinto) and Vicki Brady emphasize the importance of positive workplace culture and flexibility. AI is seen not just as a disruptor but as a partner in unlocking growth and better outcomes. Source: Australian Financial Review #FutureOfWork #WorkplaceCulture #RemoteWork #AIinWorkplace #Leadership #Productivity #FlexibleWorking #EmployeeEngagement #LinkedInInsights #ExecutiveMoves

A bold WFH plan is set for Victoria, but business leaders and experts say it may create more problems than it solves. https://lnkd.in/eadQXjMt

The rationale may seem simple: If employees resist return-to-office #rto policies, they’re less #committed. But this thinking collapses under scrutiny. A major study led by Mark Ma at the University of Pittsburgh analyzed LinkedIn data from millions of professionals across large S&P 500 tech and financial firms. The results reveal that employees most likely to leave under office mandates are not low performers or disengaged slackers. They’re top-tier talent. 

I spoke with Sarah Dobson of HR Reporter about the new government directives, as well as policies adopted by large employers, requiring workers to return to the office. The mandatory return-to-work policy has become a controversial issue. Academics and experts in human resources and productivity research hold divergent views on its effectiveness, as well as the conditions under which such policies may or may not succeed. My two cents: “There will not be a single definitive formula that will help us understand what is in the best interest of the economy, employers and employees when it comes to working from home, and a lot will depend upon what role individuals have, how constrained and enabled they are in flexibility as they work from home or work, and is there a way for them to demonstrate to their managers their level of productivity?”

Work from Home vs Work from Office (Series) Post 1: The Productivity Paradox 📊 Stanford just dropped a BOMBSHELL study that CEOs don't want you to see. 1,612 employees. 6 months. Randomized controlled trial published in Nature. The verdict? Hybrid workers (2 days home, 3 days office) showed: → ZERO productivity loss → 33% better retention → 54% lower quit rates for women Yet here's the kicker: 79% of CEOs still predict full office return by 2027. Even more shocking? When University of Pittsburgh analyzed 137 S&P 500 companies with RTO mandates, they found: ❌ NO financial performance improvement ❌ 99% saw job satisfaction plummet ❌ Companies enforcing strict RTO underperformed flexible competitors We spent years believing "face time = productivity." The data proves us wrong. Your move, leadership teams worldwide. 🎯 What's your take? Is your company following data or gut feelings? All posts in this series Post 1: The Productivity Paradox 📊 https://lnkd.in/dFRuPDAi Post2: The ₹10 Lakh Question Nobody's Asking 💰 https://lnkd.in/dt4ZxNe6 Post 3: The Conversation We're Not Having 🧠 https://lnkd.in/dhgCFkBb #FutureOfWork #HybridWork #ProductivityMyth #DataDrivenLeadership

The debate about future ways of working continues. McKinsey recently interviewed Professor Prithwiraj Choudhury, who distinguishes clearly between work from home and work from anywhere. The point is simple: it’s not just about home offices, but about giving people the freedom to choose the location that best fits their lives whether that’s a big city, a smaller town, or another country.   The potential is a triple win: ✅ For employees: more flexibility, well-being, and better work–life balance. ✅ For companies: access to a broader talent market and skills you otherwise couldn’t attract. ✅ For society: fresh dynamism by spreading the workforce and supporting growth beyond major cities.   But we shouldn’t forget that work from anywhere isn’t possible for every employee group. Many roles require physical presence—e.g., production, service, or operational functions. For them, flexibility is more about other solutions: flexible hours, autonomy in task execution, or greater influence over scheduling.   So let’s avoid treating remote work as a default or as a privilege for the few. It should be seen as an opportunity that requires clear guardrails, thoughtful processes, and deliberate effort to sustain culture, collaboration, and learning.   💡 From my own experience, working from elsewhere can be used strategically. Many staff functions HR, Finance, IT don’t need to sit at HQ. When embedded in HR strategy via shared service centers, you open the door to a much larger talent pool. That creates a real competitive advantage and strengthens retention.   👉 The question is no longer whether we return to the office but how we design flexible models that consider employees’ needs, company goals, and wider societal development.   🔗 Link to the article is in the comments.   #workfromanywhere #futureofwork #leadership #flexibility #talent

As many employers grapple with returning to the office (RTO), this article provides good insight that it is not a one-size-fits-all approach.

The return-to-office debate is far from settled. Leaders say it’s about collaboration, workers say it’s about #trust and #flexibility. As more companies tighten in-office requirements, how are employers and employees responding? This month’s edition explores global return-to-office trends, new data on #talent productivity and retention, and how shifting #economic dynamics are affecting jobs around the world. Explore this and other top #jobs and #work stories from the past month from Shuvasish Sharma: https://lnkd.in/eiPEEy3B

Check out my latest blog post on return-to-office mandates and what the research really says about remote vs. in-office work.