Why Companies Are Killing Remote Work

Love em’ or hate em… McKinsey is at it again. Just when we thought the remote work debate was starting to settle down, McKinsey decided to throw the rulebook out the window. To be fair, they are unwavering in their standards for their workforce.

2024 has been the ultimate RTO vs WFH debate. Amazon recently issued RTO mandates, Microsoft is vowing to keep hybrid... but what about the Grand Daddy - is McKinsey about to issue RTO mandates?

The firm, famous for setting trends in management consulting, is tightening the screws on remote work policies, and guess what? The rest of corporate America seems to be marching right behind them. It's honestly just a matter of time unfortunately.

Senior partners at Mckinsey Miami and Boston offices recently dropped the bombshell: more days in the office. Consultants are bracing for impact as they anticipate a return to the grind—back to the fluorescent-lit office floors and stale breakroom coffee.

And it’s not just McKinsey. Other Management Consulting firms are doing the same thing: BCG and Bain are doing this too- in the name of “collaboration” and “mentorship.” Sound familiar? It should.

This playbook hasn’t changed in 50 years, it's just rewrapped in shiny new corporate buzzwords.

But hold on, the RTO mandates don’t stop at consulting. Tech giants like Amazon are laying down the law too. CEO Andy Jassy recently told employees that starting January 2024, it’s back to a five-day office week.

And what did Amazon’s workforce have to say about that? 73% of them raised their virtual hands and said, “No thanks, I’d rather quit” . Ouch. That’s not resistance—that’s outright rebellion.

So why, despite the backlash, are companies so desperate to roll back remote work? Let’s not kid ourselves... it’s not all about boosting productivity or fostering a sense of team spirit.

As Arch Patton so aptly put it in Money and Motivation, “When compensation is used as an instrument of leadership, it’s not just a financial tool—it’s a declaration of the company’s culture.” And right now, the declaration is loud and clear: We want you back where we can see you.

When you peel back the corporate spin, what’s really happening is a return to a pre-pandemic mindset -- one where you have to earn the right to be at the table. The way companies are doing it? Simple. They’re saying: “If you want to keep your job, you better show up.”

Take CVS Health, for instance. They’re cutting nearly 3,000 corporate roles, citing “streamlining” and “efficiency improvements” as the reason. This is more than just belt-tightening, right? This screams companies are laying the groundwork for a future where they’ll rely on automation to get the job done. The message to employees? Come back now- because once we figure out automation, you might not have a desk to come back to .

From Remote Work to Digital Taylorism

Remember the good ol’ industrial days? Punch in. Punch out. Be seen. Be busy. Well, welcome back!

We’re on the cusp of a new era.... call it Digital Taylorism. Except instead of a factory supervisor breathing down your neck, you’ve got productivity trackers, digital check-ins, and a vague sense of paranoia. Hey, at least they’re consistent, right? I mean, to be fair, wasn't it Wells Fargo that was tracking their remote workers too... But that's a different story.

Even in sectors where flexibility was the holy grail - like tech - companies are pulling the plug on remote work faster than you can say “burnout.”

The latest? Goldman Sachs.

They recently told their bankers to show up in the office more days a week, all in the name of “better client engagement.”

JPMorgan? Same story, different verse.

And while real estate firms, law firms, and even educational institutions are toeing the line, there’s something we’re not talking about: This RTO wave isn’t about nurturing collaboration or team synergy - it’s about showing people the door.

This is about figuring out who’s necessary and who’s just a placeholder until the next AI system comes online.

A Grim Labor Forecast Ahead?

Economists are watching these moves closely. A recent Conference Board report predicts that by 2030, as many as 40% of current U.S. jobs could be automated.

40% ya'll!!

For those doing the math, that’s millions of roles potentially wiped out. Companies are bringing employees back to the office to see who’s actually mission-critical and who’s expendable. Sound harsh? It is. But let’s not sugarcoat it either.

Markham’s not the only one seeing the writing on the wall. There’s a growing chorus of voices predicting that this RTO wave will be a precursor to automation investments. As companies start integrating AI and robotics into their processes, those roles that seemed “essential” might suddenly look a lot more optional.

The Endgame

So what’s next? Are we all just pawns in some grand corporate scheme?

Well, maybe.

But there’s also an argument that this RTO push could lead to something better—if it’s handled right. Companies like Microsoft are still holding out, promising hybrid options and championing skills-based hiring over traditional roles. But that’s a minority opinion right now.

The majority is leaning towards a workforce that’s easy to monitor and even easier to replace.

And let’s face it, this is where we are.

We’re in the middle of a labor market that’s veering back to its old habits. Back to its fixation on face time, its obsession with control, and its discomfort with anything that resembles autonomy.

It’s not exactly the future we were promised, is it?

Should You Stay or Should You Go?

What should job seekers and current employees do in the face of these changes? First, don’t panic. Second, start thinking strategically. The best move right now is to upskill and ensure your role is as “human” as possible—meaning focus on the skills that machines can’t easily replicate: critical thinking, strategic decision-making, and interpersonal skills.

What’s happening isn’t just about where we work -- it’s a fundamental rethinking of how work is structured and executed.

Companies are reshuffling, bringing people back in-house as a stopgap measure before the inevitable push for automation. So ask yourself: How does my role fit into this landscape? Am I doing work that will still be valuable once the dust settles? Does my personal brand reflect that I am a good future fit for the market and my industry?

What’s Your Take?

The RTO mandates are sparking intense debates—and rightfully so. Employees are feeling blindsided, confused, and disillusioned. But now’s the time to weigh in.

Are companies making the right call?

Is this about productivity and collaboration, or is it about control and preparing for a workforce that will soon be slashed by automation?

If you’re seeing similar moves at your company or want to share your perspective, drop your thoughts in the comments below. Let’s talk about what the future of work really looks like—because, good or bad, it’s going to be a wild time for the next 18 months!

Job Chick out... X

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