The pandemic-era lean toward remote work is slowly reversing. A new wave of CEO mandates is pushing employees back in the office, trading flexibility for hustle culture. At Robinhood, CEO Vlad Tenev explained the company’s tiered return-to-office (RTO) policy this way: “Executives in-office five days a week, managers four, and individual contributors three, because it’s nice knowing your manager is in more pain than you.” It’s a “lead by example” move, aimed at reigniting collaboration and productivity.
But Robinhood isn’t alone. Axios calls this shift the rise of the “Big Boss Era,” where productivity and speed are winning out over work-life balance. CEOs at AT&T, Cognition, and others are scrapping flexible schedules, tightening office mandates, and signaling: adapt or exit.
The Financial Times notes this trend is widespread, Google’s Sergey Brin reportedly endorsed 60‑hour weeks, JPMorgan’s Jamie Dimon stomped on remote Fridays, and firms including Amazon, BlackRock, and UPS are reimposing five-day office requirements. Yes, it’s about performance, but there’s a cost.
The Threat to Recognition-Driven Loyalty
Aggressive RTO strategies risk fraying the very fabric of employee loyalty. Recognition-based loyalty, fostered through gestures that say “you’re seen, valued, and important,” is what turns fair-weather workers into committed champions. When companies lean hard on pressure without balancing it, employees feel less seen, not more, and that can sap engagement.
That’s where gifts for your employees enter the frame, not as swag, but as signals. Whether it’s a thoughtful desk token, a customized menu item in the break room, or a small-but-meaningful memento tied to someone’s personality, these gestures reaffirm connection. A campaign built around recognition shines a light directly on people, not just productivity.
How to Evolve Recognition in a Harder Corporate World
1. Lean into purpose, not just presence
Yes, leaders are demanding more face-time. But recognition, like a personalized thank-you gift or a spotlight moment framed around strategic contributions, reminds employees why they matter beyond attendance.
2. Tie recognition to high-impact behavior
If leaders are emphasizing performance, make recognition tangible. Give gifts for your employees that celebrate results with human warmth. A creative award, a tool tied to passions, or time off tokens. These say: you deliver, we notice, you count.
3. Craft recognition rituals for a tougher culture
Short of reverting to 1990s management, you can start “first-in-office” breakfasts, handshake pass-offs between teams, or peer-nominated “cultural MVP” awards. Even small rituals tether people emotionally when presence only becomes a mandate.
4. Be transparent and strategic in messaging
Axios reminds us: employees expect clarity, not just orders. When RTO comes down, anchor it in business goals but cushion with authenticity. “Here’s why in-office matters, and here’s how we recognize what you’re sacrificing.”
Real-World Scenario
Imagine Robinhood announces its tougher RTO policy. Instead of just tapping thumbs in calendars, managers host a small office launch breakfast. They give each in-person team member a fun, personalized desk gift: a tiny plaque or a valued-tool upgrade along with a note: “Your ideas lifted our Q2 roadmap – this is for you.” It’s not quirk, it’s human glue. Productivity stays high, because now, work isn’t just about being present, it’s felt and seen.
Why This Balance Matters
Performance-driven mandates will shape 2025’s corporate reality. But when companies invest in recognition, they keep the emotional reserve that sustains loyalty, even when the bar goes up. Gifts for your employees aren’t just perks, they’re relational infrastructure. In a culture that now punishes remote modes and champions “pain equals progress,” these gestures become acts of humanity.