It is 2025 and the bosses are still trying to find out the best RTO directive. Despite EmployeeCompany leaders ask their workforce to return to the office, whether it should be for productivityPresent Cost managementor Apparently not a reason with all.
Some companies, such as BNY Mellon, use data to guide their decision -making. They originally implemented a three -day office directive, but after they had carried out research on the productivity of the employees, they decided to increase personally to four days.
“We complement (return to Office) with other advantages, such as Fortune’s 2025 COO SUMMIT. The company also describes two weeks at the end of the calendar year as a “recharging period”, in which managers and employees are asked to concentrate exclusively on critical business and to avoid meeting. “People have a little more time to invite themselves, spend time at home and prepare for the next year,” he said.
Anne Raimondi, Chief Operating Officer and Managing Director at Asana, also shared the importance of data for the management of the Tech company’s in-offices directive. While Asana is used as a platform to direct workplaces with asynchronous work models, the company uses a model “Office-centered hybrid”. “Especially in view of our population group of engineers and sellers of the early career, this personal cooperation is the best opportunity for people to learn and establish cross -functional relationships,” she said.
Employees around the world go to the office every three days a week: Monday, Tuesday and Thursday. Asana also has “Wednesdays without a meeting” to include more flexibility in the workers’ plans. Even with the requirements in Office, there are still important steps that managers can take to create flexible options for employees, Raimondi argued. The employees are allowed to manage their own calendars, especially if more members of the workforce are part of the “Sandwich generationAnd are commissioned to take care of both small children and aging parents.
“Although we are in the office center, we also want to treat employees like the adults they are.”
This story was originally on Fortune.com
