Top 3 Remote Work Headlines This Week
Hybrid is still messy. This week, leading outlets spotlight how companies keep fumbling hybrid basics, a major bank in Australia links compensation to office attendance, and experts warn that metric-heavy RTO can backfire on morale. If you are an employer, this is a chance to stress-test your hybrid design and what you measure. If you are an employee, it is a prompt to document outcomes, know your company’s rules, and protect your flexibility with facts.
What this week means
- For employers: Align anchor days so teams overlap, seat people together when onsite, and make mentoring a real KPI. Measure outcomes and quality, not just badge swipes. If you plan to link pay to attendance, write a clear policy, state exemptions, and check local labor law.
- For employees: Know your team’s onsite cadence and how it is enforced. Track your results in writing so performance is visible regardless of location. If policies shift, discuss expectations early and plan your week to meet both collaboration and deep-work goals.
Imagine doing great work from anywhere and still growing your career. Browse Remotly’s fresh remote roles and let your next adventure begin.
1) Inc: Why companies still aren’t getting hybrid work right (29 Aug 2025)
What happened: Inc published a piece outlining why many firms are failing at hybrid. The article lists issues such as hoteling that separates teams, open-plan layouts that reduce collaboration, inconsistent rules enforced by line managers, employee self-selection of office days that prevents overlap, and non-compliance like “coffee-badging.” It also proposes fixes, including top-down enforcement and adding mentoring to KPIs. Published 29 August 2025. (Inc.com)
Why it matters: Hybrid is not set-and-forget. The problems Inc details are operational. Leaders should align anchor days, seat teams together when onsite, and make mentoring a measurable expectation so new hires do not get lost in the cracks. (Inc.com)
2) Australia: ANZ links compensation to office attendance (29 Aug 2025)
Emily McPherson
What happened: Australian broadcaster 9News reported that ANZ staff who attend the office less than 50% of scheduled time could face compensation consequences. Examples cited from an internal email include: employees under 20% attendance not eligible for salary increases, and those at 21–40% potentially seeing variable pay cut by up to 50%, unless exempted. ANZ said its hybrid expectation has been at least 50% in-office, with flexibility for the remainder. Story time-stamped 29 August 2025. (9News)
Why it matters: Tying pay to badge data is a stronger lever than policy memos. Expect more banks and large employers to link compensation and reviews to attendance as they push RTO, particularly in roles with high regulatory or customer-facing demands. (9News)
3) UC Today: When “hardcore culture” backfires (27 Aug 2025)
Kieran Devlin
What happened: UC Today published an analysis arguing that a metrics-driven, visibility-first RTO stance risks disengagement and higher turnover. Industry voices in the piece urge leaders to prioritise outcomes over hours, use continuous performance practices, and avoid over-reliance on desk-time metrics. Published 27 August 2025. (UC Today)
Why it matters: If your goal is performance, measuring inputs like hours at a desk can undermine trust and drive good people away. Outcome-based management and clear team rituals remain the safer long-term bet. (UC Today)
This week at a glance
| Story | Outlet | Date | What to watch |
|---|---|---|---|
| Hybrid pitfalls and fixes | Inc | 29 Aug 2025 | Align anchor days, seat teams together, make mentoring a KPI. (Inc.com) |
| ANZ ties pay to office attendance | 9News (Australia) | 29 Aug 2025 | Compensation linked to 50% in-office expectation; variable pay at risk below thresholds. (9News) |
| “Hardcore” RTO risks | UC Today | 27 Aug 2025 | Experts warn metrics-first RTO hurts morale and retention; focus on outcomes. (UC Today) |
What leaders can do this week
- Pressure-test your hybrid design. Do teams actually overlap onsite? If not, adjust anchor days or seating plans and publish a one-page “ways of working.” (Inc.com)
- Audit what you measure. If dashboards emphasise time-in-office over customer outcomes, rebalance toward deliverables, cycle time, and quality. (UC Today)
- Communicate consequences clearly. If you change attendance expectations, state them plainly, apply them consistently, and anticipate employee response. The ANZ story shows how fast policies move when tied to pay. (9News)
Hybrid will reward teams that treat it like an operating system, not a vibe. The safest path is still outcomes over optics.
Employers should publish one page on how hybrid works, set two or three measures that reflect customer value, and communicate any attendance consequences plainly.
Employees should keep a running log of shipped work, learn the onsite rhythm, and use one-to-ones to align on priorities. That balance keeps performance high while avoiding the trust drain that comes from chasing desk time.
TL;DR
- Hybrid is still hard. Inc highlights six common reasons companies miss on hybrid and offers fixes. (Inc.com)
- Attendance tied to pay. ANZ Bank warned staff that low office attendance could reduce bonuses or block raises, reinforcing a 50% in-office expectation. (9News)
- Metrics-driven RTO can backfire. UC Today reports experts’ concerns that “hardcore” visibility metrics harm morale and retention. (UC Today)
Imagine doing great work from anywhere and still growing your career. Browse Remotly’s fresh remote roles and let your next adventure begin.
