Apple staff unhappy with back-to-office memo

Frustrated Apple staff push back on Tim Cook’s request for company staff to return to office, threaten to quit

Apple CEO Tim Cook is once again facing employee reluctance over the company’s strict back-to-work policy, with some staff threatening to quit.

the The New York Post reported that Apple has ordered all company staff to return to the office at least one day a week, starting April 11.

Apple’s back-to-office mandate increases to two days a week on May 2 and three days a week on May 23.

Apple’s new headquarters in Cupertino

Unhappy staff

This is a stricter policy than other big Silicon Valley tech giants, such as Meta, Google, Twitter or Amazon, all of which allow certain employees to work remotely forever if they are approved by local management.

Apple has a more conservative approach to remote work, however.

Indeed, Apple was well known for discouraging working from home before the coronavirus pandemic in 2020 and 2021.

In June 2021, Tim Cook wrote a memo saying most employees would be asked to report to the office on Mondays, Tuesdays and Thursdays, with the option to work remotely on Wednesdays and Fridays.

Cook’s recall notice last year sparked internal resistance from employees, with an internal letter from Apple staff in June 2021 made public in which Apple employees demanded more flexibility.

The June 2021 staff letter also said Apple’s return-to-work policy had “already forced some of our colleagues to quit.”

Less than a year later, Apple is facing a similar refusal from staff to its back-to-office policy.

“I don’t care if I ever come back to work here,” an Apple employee quoted by the New York Post on corporate bulletin board Blind as saying he planned to quit the day he returned to the office.

“I’m going to go say hi and meet everyone since I haven’t since I started and then submit my resignation when I get home,” the staffer wrote. “I already know that I won’t be able to make the trip and sit still for 8 hours.”

Another Apple employee responded with a laughing emoji and wrote, “I’ll do the same.”

“Hell YEAH my man let’s do this!” a third employee intervened. “F–k RTO.”

Anger bonus

Things may not have been smoothed out last December, when it emerged that Apple was paying a huge bounty to select engineers in order to retain their services and stop their defection to Meta Platforms (Facebook) and others. .

Apple reportedly issued large stock bonuses to a number of engineers, ranging from $50,000 to $180,000.

Apple informed the lucky engineers of the silicon design, hardware, and some software and operations groups of their boon.

The payments were not part of Apple’s normal compensation package, which includes base salary, stock and cash bonus.

Of course, Apple employees who didn’t receive a generous bonus wouldn’t be too happy with the deal, with some engineers believing the selection process was arbitrary.

No surprises

Meanwhile, Callum Adamson, CEO and co-founder of British labor company Distributed, said it was no surprise that Apple employees were unhappy with the company’s plans to return in the office.

“Those companies that insist on a permanent return to the physical workplace, even under the guise of hybrid working, ignore majority preferences and demonstrate an ill-founded reliance on office presenteeism,” Adamson said.

Callum Adamson, CEO and Co-Founder Distributed

“If nothing else, a return to the office could negatively impact a company’s ability to attract skilled workers – let alone retain them – and undermine an innovative company like Apple’s efforts to be an employer. outstanding and an industry leader,” said Adamson.

“Other companies following Apple’s moves shouldn’t see this return to the office as a model of success,” Adamson said. “Telework is beneficial for employees and their career development, which does not depend on physical proximity to colleagues.”

“When implemented correctly, remote work can actually allow for better 1:1 time with teams and managers because it needs to be planned,” Adamson said. “Cultivating distributed teams also has wider benefits, as each employee spends their money where they are based, which contributes to a better distribution of wealth.

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