Amazon Faces Pushback For RTO Mandates

Matt Garman, CEO of AWS (Amazon Web Services) is facing pushback from “appalled” workers, in response to recent RTO (return-to-office) remarks. Garman stated that employees must return to the office five days a week, effective in January 2025. According to Entrepreneur.com, in an open letter signed by over 500 employees, workers say that the 5-day in-office mandate is unacceptable, as the employees urge leadership to rethink their position. Inside a management mandate, could a coaching perspective make this transition easier?

Microsoft’s MSN network says, “Garman revealed that a vast majority of employees he has spoken with support the new policy.” For the employees that signed a rebuttal notice, they say that no one was “excited” about in-office mandates. In his remarks, Garman also made it clear that those who are not in favor of the in-office mandate are free to leave the company. According to Yahoo! Tech News, Garman stated that innovating could not happen “if we are not in person.” The letter from team members says his comments did “not align with the experiences of many employees”, stating that he has violated employee trust.

The Los Angeles Times reports that being in the office has advantages, which would seem to support Garman’s statements. Research shows that full-time remote workers experience a 10-20% drop in productivity compared to in-office counterparts. However, new research from Stanford shows that those on a hybrid schedule — some days at home and some on site — were about as productive as those in the office full time. And there’s some evidence that companies offering greater flexibility to workers may achieve better financial results.

The Coaching Conversation: What’s Different About It?

Management is about directing employees and workflow, to create efficiency and profitability. Coaching focuses on effectiveness as well, but on an individual basis – emphasizing collaboration and c0-creation. The idea behind coaching is a simple one: how you show up determines how you play the game. As a coach to thousands of executives, employees, entrepreneurs and innovative leaders, I’ve seen first hand how new policies can present new challenges – as well as new opportunities. The key to new career results always begins with your perspective on change.

Metaphorically speaking, management is focused on the chess board. Management decides how to move the chess pieces – how to play the game. Coaching focuses on the player inside the game. Coaching meets people where they are, so that they can show up differently for whatever management initiatives are on hand.

Ultimately, Amazon’s policy may be “appalling”, or “exciting”, depending on your point of view. The real issue here is: how will people respond? That’s where the coaching conversation can help, by bridging the gap between policies and people.

Management versus Coaching: How to Change the Conversation

Amazon’s management is not alone in their pursuit of return-to-office initiatives. Companies like Starbucks, Walmart and Dell have also introduced major in-office requirements.

So, ultimately, who’s to say whether the RTO policy is a good thing or a bad thing? As with all things, how you respond will determine your results.

The rebuttal from the 500 employees argues that culture and innovation could be impacted by RTO policies. The employees are saying that companies that embrace flexible work are often more inclusive and better positioned to harness diverse perspectives, which can lead to enhanced creativity and problem-solving. Management might be wondering if that translates into greater profitability and shareholder value.

Doesn’t flexibility make team members more willing to participate, create and innovate? If employees show up with a diversity of perspectives, as well as flexible solutions for child care, dentist appointments, daily commutes, and other life challenges, what changes in terms of productivity and profitability?

Inside any management initiative, frustration is understandable. However, a good coach will ask you: “What else could this mean?” If the policy is untenable, a coach can help you to find new career opportunities. Or to find new ways to address your current situation. A new point of view can be the first step towards new results.

Ultimately, coaching the players inside the game can offer greater pathways to productivity, engagement and satisfaction. Policies are important, but a good coach knows that people matter most.

What Amazon decides is right for Amazon is their business. How you choose to manage your career is yours. Indignation and frustration are natural responses to change, especially changes in management policy. But adaptability and coaching are also available – especially if you want to show up differently inside your career.