One of the biggest lessons I’ve learned in life is that trust is the cornerstone of all relationships.
Trust is easy to break and hard to rebuild, especially in the workplace. As companies like Amazon double down on return-to-office (RTO) policies, leaders are finding themselves in a precarious position. Employees who once thrived on the flexibility of remote work are now grappling with feelings of betrayal as promises of autonomy are revoked. How can leaders navigate these turbulent waters and ensure their teams remain all in?
Broken promises, broken trust
For my company and tons of others, remote work wasn’t just an experiment, it became a lifeline during the pandemic. In a bid to keep productivity high and morale stable, some companies promised employees that flexibility was here to stay. Employees adjusted to this new reality, crafting routines that balanced work, life, and well-being.
These promises weren’t just policies; they were symbols of trust.
Fast-forward to today and many organizations are pulling the plug on remote work. Amazon, for instance, announced a mandatory return-to-office policy for corporate employees, expecting them to be on-site at least three days a week. CEO Andy Jassy argued that in-person collaboration drives innovation and efficiency. This move, though strategic, sparked protests and resignations from employees who felt blindsided. When companies break their word, the damage to trust is immense, and it doesn’t just disappear with a memo about “new expectations.”
Why trust matters more than ever
In All In, I explore the idea that a truly successful business is built on mutual commitment. It’s not just about employees following your lead; it’s about them believing in it.
When trust is fractured, belief erodes, and employees become less engaged, less innovative, and, ultimately, less productive. They might show up physically, but mentally, they’ve checked out. The opposite of what we’re trying to accomplish!
When leaders dismiss or override employee needs trust deteriorates rapidly. And the kicker? Trust is the very foundation of a high-performing, all-in team. Without it, you’re left with compliance at best, and resentment at worst. (Read: buh-bye efficiency, profit, and sustainability).
The Amazon case study: Balancing strategy and trust
Amazon’s RTO push reflects a broader cultural shift toward pre-pandemic norms. Andy Jassy’s vision for in-office collaboration is clear: he wants a streamlined, agile workforce that benefits from face-to-face interactions. To reinforce this, Amazon is reducing the number of managers to simplify decision-making and drive efficiency.
For Amazon, the strategy is sound. But strategy alone doesn’t build trust.
Employees who uprooted their lives based on earlier flexibility promises now feel trapped between loyalty to their work and frustration with broken commitments. The protests and resignations that followed are a clear signal: employees want alignment, not just orders.
This isn’t just Amazon’s story. JPMorgan Chase, UPS, and other major corporations are making similar moves. The question for leaders is: Can you implement these changes without torching the trust you’ve built?
Rebuilding trust: Align policies with people
Here’s the truth: trust isn’t about avoiding change; it’s about managing change transparently and empathetically. If you’re revisiting your remote work policies, ask yourself:
- Have I communicated the why clearly and consistently? Employees are more likely to accept changes if they understand the reasoning behind them. Be open about the strategic goals driving your decisions.
- Am I honoring past commitments? If you promised flexibility, consider hybrid options or gradual transitions. Abrupt changes signal that your word doesn’t hold weight.
- Is there room for compromise? A blanket policy rarely meets everyone’s needs. Empower teams to find solutions that balance company goals and employee well-being.
- How am I demonstrating mutual commitment? Show your team that you’re all in by listening to their concerns, making adjustments where possible, and being present for them.
A lesson from All In
The philosophy behind All In is simple: teams perform best when there’s mutual commitment between leaders and employees. That commitment is a two-way street. When you ask your team to invest in your vision, you must invest in theirs. Whether that means flexible work arrangements, growth opportunities, or simply being honest about hard decisions, your actions need to match your promises.
Returning to the office doesn’t have to mean retreating from trust. The companies that get this right will find ways to blend strategic goals with genuine care for their people. They’ll build workplaces where employees don’t just show up, they show up because they feel valued and respected as individuals.
Remember this: The success of your strategy hinges on the strength of your trust. Build it, protect it, and your team will go the distance with you.
Boom,
Mike
PS. Ready to build a trusted and unstoppable team? Get All In now.
