Amazon employees are up in arms over the company’s recent mandate requiring a full five-day return to the office. An anonymous survey conducted among workers reveals widespread dissatisfaction and a plea for the company to reconsider its decision.
The survey, which has been widely circulated among employees, highlights the negative impact the mandate will have on both personal and professional lives. Many employees express concerns about increased commuting times, disrupted work-life balance, and a potential decline in productivity.
The backlash against the mandate is particularly notable given Amazon’s history of fostering a flexible work environment. For the past 15 months, the company has operated on a hybrid model, allowing employees to work both remotely and in the office.
CEO Andy Jassy’s justification for the mandate, citing the benefits of in-person collaboration and culture-building, has been met with skepticism by many employees. They argue that the company’s culture has already been established and that remote work has not hindered innovation or productivity.
The survey comes as a stark contrast to Amazon’s famed “disagree and commit” leadership principle, which encourages employees to voice their opinions but ultimately align with company decisions. In this case, however, many employees are refusing to “commit” to the mandate, instead expressing their strong opposition through the survey.
The anonymous survey is just the latest sign of growing discontent within Amazon. Recent reports have highlighted a decline in employee morale and a feeling of burnout among the company’s workforce. The 5-day RTO mandate is seen as a further blow to employee satisfaction and could have significant implications for the company’s future.
A blanket RTO policy, while seemingly straightforward, can lead to unintended consequences. By disregarding the benefits of remote work and the flexibility it offers, companies risk alienating their workforce and hindering their ability to attract and retain top talent in a competitive job market.
In his recent blog post, Andy announced plans to streamline Amazon’s organisational structure by reducing the ratio of managers to individual contributors. This shift aims to flatten the organisation, decrease bureaucracy, and empower employees to make decisions closer to the customer.
By reducing the number of managers, Jassy hopes to remove layers of hierarchy and improve efficiency. This will allow employees to move faster, take ownership of their work, and make decisions that directly impact customers. A flatter organisation can lead to better communication and collaboration, as employees will have more direct access to each other and to senior leadership, he said.
Jassy emphasised that this change will be implemented thoughtfully, with the PxT team working closely with leaders to ensure a smooth transition. The goal is to optimise the organisation’s structure to better serve customers and drive innovation.