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We Just Reopened And Companies Are Already Screwing Up Work From Home

4 Mins read

Amazon is just one of the many major companies that are feeling pushback from their employees after the company tried to force its employees back into the office full time. Facing employee resistance and growing turnover, Amazon recently suffered the embarrassment of backing away from its intention to force all staff to return to the office five days a week, instead of allowing them to work from home part-time on a hybrid schedule. It’s intriguing that offices have just reopened and companies are already screwing up work from home. […]

Apple’s recently-announced plan to similarly force its staff back to the office has caused substantial internal opposition and churn.

Why are these and so many other leaders of major companies compelling employees to return to the office? They must know about the extensive, in-depth surveys from spring 2021 that asked thousands of employees about their preferences on returning to the office after the pandemic.

Over three-quarters of all respondents wanted to work from home post-pandemic at least half the time; a third wanted to do so full-time. Minority employees expressed an especially strong preference for remote work to

Go to San Francisco Chronicle to read more …

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The Clash Over Hybrid Work at Apple

Apple wants employees back into the office three days a week starting in September, according to an email from CEO Tim Cook sent earlier this month. Some of those employees don’t want to come back, though. But is that why there was a clash over hybrid work or the call to return to the office? What’s the lesson?

They feel “not just unheard, but at times actively ignored,” according to a letter that started in an Apple Slack channel for “remote work advocates” and was signed by 80 employees, according to a report in The Verge.

Cupertino – Remote Apple Work Land

The developments out of Cupertino — or Remote Apple Work Land, to be precise — come as companies grapple with return-to-the-office plans and roll out intentions for hybrid work strategies. It also comes at a time when U.S. employees are leaving jobs at the highest levels since 2000. In April, the share of US workers leaving jobs was 2.7%, according to the Labor Department. The Wall Street Journal cited a jump up from 1.6% a year earlier to the highest level since at least 2000.

Sending employees home last year may turn out to be a cakewalk compared to hybrid-work programs as COVID-19 restrictions ease and the global vaccination program rolls out. “Apple did not take into consideration the new degree of freedom that people now expect from their jobs,” said Tony Jamous, CEO and founder of Oyster an HR platform.

“The pandemic has proved to people that they can live anywhere and be productive. This is especially true for top talent who know now that they can find a good job and be located anywhere. People want to stay in their communities, near their friends and where they choose to live. Be it in a highly expensive and busy city or in the countryside. It is up to them to decide. In 2021, employers can no longer ignore people’s desire to work remotely, and this includes Apple.”

Go to cmswire (or WorkLife Feed) to continue reading


When Employees Design Work Of The Future

Emotional stress, including “stress from lack of control in the workplace or from life events,” or a clash over hybrid work design creates susceptibility to physical illness. This was affirmed twenty years ago in a British Medical Journal article as summarized here by the U.S. National Library of Medicine.

Giving employees more control over their jobs does more than just reduce stress-related illness. It also decreases employee mortality. The key is empowering them to set their own goals, set their own schedules, prioritize their decision making and … have a voice in the goal-setting process.

Giving employees a chance to help shape the future of work will give them more skin in the game and help to avoid an expensive or unnecessary clash over hybrid work protocols. It will deepen their connection to an organization. Finally, it gives them a sense of job ownership and control and will improve their well-being while benefiting the organization.

No One Wants To Work Too Much. So Why Do We Do It?

Many people have an inaccurate beliefs about their workload. Here are a few pointers to address this.

Work Smarter, Not Harder

Get more done in the same amount of time by learning to work more efficiently. Better manage distractions and attention seeking activities. Learning a comprehensive workflow management system is another way to get more done in less time. 

Ultimately your own work-life balance is completely up to you. No one can “give you” better balance. You have to take it.

Question Assumptions

Stop thinking that other people expect you to be available all the time. Also, trying to conform to the expectations that other people have for you is exhausting and ultimately futile.

You Have a Habit of Distraction

Your most important resources are not your time or your money or even your attention. Your most important resources are your body and your mind.

Manage checking your communication channels during workday every 1-3 minutes. Else, you get conditioned and wont be able to “shut it off,” workday, work week or at your personal time.

You Have Control

Studies show that a boss’s work-life balance is an important factor in the work-life balance of their employees, and that if all better utilize downtimes, everyone will likely to be physically and emotionally healthier.

Recommended: The Third Space according to Adam Fraser is the transitional gap in between what we do. It’s not what we do, it’s what we do in between what we do that is most important.


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