“If you don’t tell me to work from home, I will quit my job” ‘Same-day dream’ of employees and management surrounding going to the office

Some Apple employees have formed an organization called ‘Apple Together’ to protest Apple’s compulsory office work three days a week. They issued an open letter to Apple executives criticizing Apple’s Hybrid Work Pilot program for being inflexible.
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The open letter, anonymous, criticized Apple’s three-day work week requirement as “a guideline with little flexibility.”

In an open letter to Apple Together, “office work is the 20th century way of working. This existed back in the days when there was no internet where video calls could be made from anywhere, and no internal chatting app that all employees used the same. “But in the future, you should be able to connect with other employees instantly, no matter where you are.”

“That is why we are asking Apple executives to expand flexible working hours and withdraw the rigid hybrid work pilot policy. Stop trying to force your employees to come to the office and trust them. All employees know what they need to do to contribute to the advancement of the company.”

At the outset of the open letter, Apple Together emphasized the commitment to working at Apple, a company they once dreamed of joining, appealing that management’s vision for the future of the work environment is increasingly far from what they want it to be.

In addition, “I acknowledge the merits of face-to-face collaboration. I know that creativity can be unleashed by actively communicating in the same office without technical constraints. However, this type of collaboration is not always necessary for most employees. “Current hybrid work pilot programs are ineffective when you sometimes need to bring all your employees together in one space.”

Apple Together also identified six areas where Apple’s hybrid work plan could undermine employee morale, inclusion and diversity.

According to the open letter, mandatory three-day workweek would shift Apple’s workforce to a predominantly young white male, preferring those who could work for Apple rather than the ones best suited for it.

In other words, those who do not have to move because they live near the company, those who are still young and have no problems starting their career in a new city or country, or those who can move together because their spouse is a full-time housewife or telecommuter Only people will benefit from it.

Apple CEO Tim Cook said in March this year that employees would be required to return to the office at least one day a week starting April 11th. He added that he plans to increase the office workday to two days a week from May 2 and three days a week (Monday, Tuesday, Thursday) from May 23.

Apple Workers, an organization made up of former and current Apple employees, also opened a Twitter account and web page to publicly express dissatisfaction with Apple’s hybrid work plan. They posted on a web page pointing out Apple’s opaque and secretive corporate culture.

In addition, if the unfair practices witnessed or experienced at the company continue, they were exposed to bullying, insults, and gaslighting if they demanded responsibility and correction.

Apple isn’t the only company that requires its employees to come to the office on a specific day of the week each week. Citigroup, BNY Mellon, Google, and Twitter are also actively adopting hybrid work methods that include going to the office. However, Twitter said that after the office reopens, employees can continue to work remotely if they wish.

According to a Gartner survey released in March this year, it is expected that most businesses will be moving back to the office by the end of June, when the current quarter ends.

In this survey of 300 companies in the IT and wireless communications, healthcare and pharmaceutical, fuel and energy, construction and real estate, and transportation and transportation industries, 5 companies were asked if they were implementing flexible working arrangements to attract and retain talent. In one of them, the answer was “no”.

The companies said they have finalized the requirements for minimum fixed workdays. For example, it is mandatory to go to the office on Mondays, Wednesdays and Fridays. But even this policy can be problematic for employee retention.

Jack Gold, chief analyst at J. Gold Associates, said, “In the era of full employment, the problem of labor shortages has become serious, making it easier for employees to leave immediately when they become dissatisfied. “In the past, companies had full control over their employees, but in the IT world, that’s less likely to happen these days.”

David Lewis, CEO of HR consulting firm OperationsInc, points out that companies that force people to go to the office or control how they work remotely are overlooking current job market trends. Lewis added that the U.S. unemployment rate is 3.6 percent and there are over 11 million jobs open.

As such, the demand for job seekers is endless, so it is not difficult for an employee to leave. Therefore, if a company compels them to go to the office, employees can leave immediately with dissatisfaction. As you can see from the Great Resignation, there is an option for employees who do not want to go to the office to ‘leave’, but many companies miss this part.

“In my 36-year HR career,” Lewis said, “I studied every single space-related issue very intensively. In particular, during the pandemic, he said, “I’ve seen article titles quoting companies saying, “I hope you get back to your office right away, if you don’t like it, find another company.”

Lewis found that while 40 percent of employees in the survey said they would quit if they didn’t allow remote work, 60 percent of companies that hire knowledge workers said they were asking for some form of work, either full-time or part-time, Lewis said. In addition, he added, “the proportion of companies seeking to return to their normal pre-COVID-19 work patterns was quite high,” he added.

But Gold warns that the company’s efforts won’t work for the majority of its employees. He stressed that there is a gap between the corporate culture and collaboration experience that management believes should maintain and what employees want, and it’s important to strike a balance.

“Actually, there is no right answer to this question, and it can be different for each company and employee,” Gold said. But it’s definitely a recent issue. In the end, employees who do not hesitate to leave have a much stronger voice.”
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Source: ITWorld Korea by www.itworld.co.kr.

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