Amazon’s recent decision to bring employees back to the office five days a week starting January 2, 2025, feels like a departure from the “good old days.” I’m all for face-to-face conversations – they’re critical for collaboration, mentoring, and maintaining company culture.

However, being ordered to stay in the office for five days is like going to a poker game with a handful of jokers and expecting to win.

Flexibility is no longer a privilege. It is the foundation of how we work, especially for knowledge workers who do not need to be physically present to do their work.

And now we’re seeing Amazon trying to turn back the clock and change something we all know works: a hybrid model that gives employees space to breathe, think and be productive. The future of work requires balance. That balance isn’t achieved by forcing people into their offices five days a week under the guise of “strengthening company culture,” as Amazon CEO Andy Jassy claims.

Rigid office regulations ignore the future of work

Because of its size, Amazon can make bold decisions without fear of a drop in sales – Prime Day is practically a national holiday.

But just because it’s possible doesn’t mean it should be. Companies that cling to pre-pandemic office norms are completely missing the point. We’ve learned that people don’t need to be chained to a desk five days a week to deliver results. Productivity happens when employees are given autonomy. Let’s not pretend that’s news.

Studies prove this: 91% of remote workers feel more productive at home and 98% want to keep remote work as a part of their lives, according to a 2023 study by Buffer. So what is Amazon doing by enforcing this five-day rule? It reinforces the outdated belief that attendance equals performance.

Spoiler alert: This is not the case.

Amazon risks creating a serious divide between its workforce and flexible, results-oriented approaches that are already successful. Maybe too big to fail? Remember, Prime Days still rule the world.

However, I firmly believe that this approach is bound to alienate employees. If the coffee badge strategy (where employees only show up to swipe their badge, grab a coffee, and leave) is any indicator, it’s clear that not everyone at Amazon is on board with the new normal.

A hybrid model takes into account the needs of all generations

Amazon also seems to forget that its workforce is multi-generational and not everyone has the same needs.

Younger employees want flexibility and autonomy, but still value face-to-face time for collaboration and mentoring. Older workers, on the other hand, may need health or care-related accommodations, but can benefit from the social aspects of an office environment.

A rigid five-day mandate ignores this diversity.

The 2022 McKinsey report showed that 87% of workers of all generations would prefer flexible working hours if given the option. Flexibility isn’t just a benefit for millennials – it keeps people productive and engaged regardless of age.

Amazon’s one-size-fits-all approach simply overlooks the needs of its workforce. If the company wants to retain its top talent, a hybrid model is not only desirable, it’s essential.

Trust leads to productivity, not surveillance

Another point to consider is trust. Amazon’s five-day mandate may actually have something to do with trust – or rather the lack of it.

When you force people to come into the office, you are telling them, “We don’t trust them to be productive if we can’t see them.” But trust is the backbone of productivity.

My work-life assessment study found that trust increases engagement by 36%. On top of that, 57% of employees already believe their organizations aren’t very trustworthy. And then adding a requirement like five days RTO? That’s only going to make things worse.

In LinkedIn’s 2023 Global Talent Trends report, 76% of employees said they were just as productive, if not more, while working remotely. The bottom line is that trust isn’t earned by watching people at their desks—it’s earned by giving them the autonomy to do their work.

Amazon is trapped in a mindset that values ​​“presence” over actual results. And the irony? The company’s employees have proven since 2020 that they can be productive no matter where they are.

A flexible working model promotes innovation, not just convenience

Flexibility isn’t just about convenience; it’s about driving innovation.

When employees have the freedom to work where they are most creative, they are happier, less burned out, and – surprise, surprise – more innovative. Creativity doesn’t happen when people are tied to their desks five days a week.

In fact, according to PwC’s Workforce Radar Report 2024, 63% of employees feel more innovative when they have flexible work options. And according to McKinsey, companies with flexible work models saw 63% more innovation.

That’s no coincidence. 63% for the win! When people are less stressed, they think more creatively. And you know what, when they think more creatively? The company makes money.

Amazon’s five-day requirement risks stifling the very innovation that underlies the company’s success. Perhaps they did the math and decided it doesn’t matter. It’s Amazon, after all.

The conclusion

In summary, I’m not saying we should abandon the office altogether. Face-to-face collaboration is crucial – we need it to build relationships, solve problems, grow professionally, mentor others, and spark spontaneous conversations in the hallway.

But spending knowledge workers in the office five days a week? That is unnecessary, outdated and has nothing to do with the way people work today – especially for millions of knowledge workers.

The optimal approach is a four-day hybrid work week: two days in the office for important face-to-face meetings and two days remotely, where people can concentrate and get their tasks done.

The companies that will be successful in the future will be those that trust their employees, offer flexibility and encourage innovation – whether that happens in the office or at home. Everything else is just looking back.

But maybe Amazon already knows that.