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- the RTO debate continues. dell, classpass, & dropbox CEOs have their say...
the RTO debate continues. dell, classpass, & dropbox CEOs have their say...
(and why hr is stressed)
Happy Friday HR heroes!👋
Before we dive into all things RTO, remember to check out our advertising page: it’s 20% off ads in the newsletter for the next 2 weeks.
Let’s jump in to today’s topic shall we? The RTO wars rumble on….
🚦Coming up
In today’s edition
🏢 The RTO Showdown: When CEOs Collide Over Office Mandates
🗣️ The Break Room: Which CEO's RTO philosophy matches your HR approach? Dell's full return, ClassPass's flexibility, or Dropbox's virtual-first?
📚 Human Readsources: Citi's new remote work policies, the impact of poor work schedules on employees, and creating inclusive workplaces for LGBTQIA+ team members.
💭Opening thoughts
The office: do we stay or do we go now?
Leave? We just got here!
With 70% of employees reportedly willing to quit over full-time office mandates, the battle over Return-to-Office has escalated from policy to existential business strategy.
CEOs are staking bold positions across the spectrum: Michael Dell demands five days in-office, ClassPass's Fritz Lanman calls RTO mandates "outdated as faxing," while Dropbox's Drew Houston likens forcing returns to "dragging shoppers to abandoned malls."
HR leaders now face the impossible task of balancing executive vision against unprecedented employee leverage, potentially determining their company's ability to attract and retain critical talent.
Which approach actually works in today's transformed workplace, and what can we learn from these three radically different leadership philosophies?
For easy reading
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🧠Let’s unpick
🏢 The RTO Showdown: When CEOs Collide Over Office Mandates
The battle over return-to-office is heating up, with CEOs taking dramatically different stances.
From Michael Dell's rigid five-day mandate to Dropbox's Drew Houston calling RTO policies "as sensible as forcing people back into malls," companies are struggling to balance collaboration needs with employee flexibility.
As an HR pro, you're caught in the middle of this philosophical tug-of-war, trying to implement policies that work for both leadership and employees.
This isn't just about office space (and expensive long term commercial leases)—it's about talent retention.
Dell's approach has already created workplace friction with inconsistent enforcement, while Dropbox's "90/10" hybrid model offers a compelling alternative that prioritizes meaningful collaboration over mere physical presence.
AKA: no zoom calls when in the office!
For HR teams navigating this landscape, the key is measuring outcomes rather than monitoring attendance.
Consider which tasks truly benefit from in-person collaboration versus those that don't.
Remember that trust-based approaches (like Houston's) typically outperform surveillance-based models in both satisfaction and productivity.
You can read more at...
👀Too long didn’t read
TLDR
Three CEOs with wildly different RTO philosophies are battling it out while HR pros are stuck in the middle trying to balance executive demands with the reality that 70% of employees might quit over full-time office mandates.
Today’s edition is also presented by
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🎬Lights, camera, action!
Takeaway and try
📊 Run anonymous pulse surveys on work preferences before finalizing RTO policies—you'll get honest insights about which activities truly benefit from in-person collaboration and which don't.
🤝 Consider implementing a "90/10" hybrid model like Dropbox that prioritizes meaningful collaboration events rather than arbitrary attendance requirements.
⚖️ Ensure consistent enforcement of whatever policy you choose; inconsistent application (like at Dell) breeds resentment and workplace politics faster than anything else.
🎯 Focus your metrics on outcomes and deliverables rather than physical presence—this shift builds trust and acknowledges that productivity isn't tied to location.
🚪 Create clear "in-office purpose statements" for team gatherings so employees understand exactly why they're being asked to commute (brainstorming, relationship building, etc.) instead of just showing up.
☕The break room
What’s your take?
📚Additional reading
Human Readsources
🏢 Citi Offers Hybrid Staff August Remote Weeks (HR Dive) - Citi offers hybrid staff two remote work weeks in August.
📅 Poor Work Schedules Harm Employees and Businesses (HR Dive) - Poor work schedules harm productivity, turnover, and employee wellbeing.
📄 Beyond Rainbow Logos: Creating Truly Inclusive Workplaces (HR Dive) - Create inclusive spaces where LGBTQIA+ employees feel seen and supported.
That’s it for today.
Thanks for reading to the end and we hope today’s edition sparked some new ideas for your workplace! 🧠
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