There is a new front in the return of the office battle. Some companies not only divide their mandates, but also to the attendance and use the data collected in performance and payment reviews.

After several years of employees who advocate the shots on work habits, especially when the labor market was narrow, presidents seek to have more impact.

“The companies have become more satisfactory,” said Maria Kolakorso, CEO of Syndio, the company, including linking wages and promotions to the office. “I noticed that.”

The Lloyds Banking Group, for example, maintains the hybrid work policy but will take into account the presence of the office of senior executives when Give their rewards. PWC UK said it would get Monitor the attendance And send employees and their vocational coaches’ data every month.

While work in general has been a fixed home level since late 2023, according to research Written by Professor Nick Bloom, an economist at Stanford University, to the United States, offices delegations were gradually built. Jpmorgan Chase, Goldman Sachs and Amazon are among those who recently contacted employees to the office five days a week. But the states are not always strictly applied.

This is now changing. Companies can partially implement the workplace policies because they have more data to work with them. Courses information, computer monitoring and human technology activity numbers help them better understand how workers spend their time and how they perform them compared to each other.

Bernie Mihil, co -founder of KISI, who provides programs to track offices, said that companies use this information to calculate real estate costs but also look forward to linking them to their human resources programs. He added that the data provided a method “to measure the adherence to RTO policies, and if it is required to contract, do this information from the performance review.” I also informed lunch meals, the timing of detergents and the use of the meeting room.

One of the customers, Kargo, a mobile phone advertising company with 600 employees, offers different patterns of business depending on seniority. The high leadership team in the office is expected to match daily on strategy and policies. Managers and vice president must come to the mentors and cooperate with their team, but more beginners contributors can be more flexible. Founder Harry Karajman said the company is considering using data in performance reviews. If the goals are achieved and [staff] Don’t come, fine. How can I say “Come to the office more”? But if they do not reach their goals, we will ask what they need to do differently. “

Kargman added that the states at the company level tend to be an advantage for adult employees, because they do not have “speed and movement of movement to adapt. They take a more solid approach to creating monotheism – from the point of view of senior management, fairness.”

The most solid methods of sometimes coincided with the tightening of employers from spending, or reducing costs or lowering jobs, causing some employees to claim that the return on office mandate is to re -supply.

After the UK -based ads set WPP Last month, I told that more than 100,000 employees would need to be at least four days a week, as an employee told the Financial Times: “They said that if you do not fulfill the requirements, you will be subject to discipline.”

WPP said that employees will be able to seek flexibility, especially those who have care and health problems and those who were historically historically.

The danger of employers is that although returning to office delegations can help get rid of some employees who suffer from poor performance, they can also get rid of courses.

Last year, a research paper produced by David Van Digk, an economist at the University of Michigan, and others found that the more strict managers, the more the strongest impact on the people who leave, “with senior managers in risk. Certified with the increasing levels of attrition in Apple, Microsoft and Spacex after tightening their return to Office.

Nearly half of the working adults (46 percent) who can work from home is unlikely to remain in their role if the employer forced them to the office, according to Bio Research.

A study of the positions carried out by Gartner, Human Resources Consulting, found that “one of the most important businesses, women and thousands of years is three groups that give flexibility, the largest flight risk.”

In practice, this means that even the most strict rules can bend, often prefer higher performance and more, it is difficult to replace them, executives.

Korn Ferry, consulting, determined the “hybrid hierarchy”, where high -value employees are given more to work flexible than colleagues, which constitutes a two -layer working force.

“The managers are stuck between a rock and a difficult place: increasing the demands to do more with no possible loss of productive employees or certainly the loss of participation. Side deals are exposed: as long as they continue In performance, I will search in the other direction.

Some companies offer places abroad as a basin for desalination of their states, according to Clair Bieber, a partner at Valto, a employee transport company.

Karajan added that the incentives were more effective than punishment. His company offers free snacks, lunch and education. Beginner employees who have the greatest work in working from home have a high presence, supported by the desire to guidance. “The bottom line is that we want to provide flexibility because it is an advantage. At the same time, we want to create an environment where people want to come.”

Companies that are applied to the bases of attendance accurately entering a legal gray area, according to lawyers.

Tim Gilbert, head of recruitment at Traffers Smith, said that it may be a risk for employers to use bonuses to stimulate offices. “If a company says, you will not get a full reward if you are not five days a week,” you can get equal land or discrimination. “The risks are that they may be exposed to claims if, for example, those with young children or disabled employees can not enter the office frequently and are not paid like someone who does the same job that is five days a week.

“We receive more calls, and more requests from customers to make discussions,” Gilbert said.

Katie Salt, head of legal advice service in charitable working families, advised employers to think about legal effects. “Return to the office is a complex field for the employment law, which depends largely on individual conditions. There is no solution” one size that suits everyone “, and various legal protection may overlap.” For example, employees may be protected under equality law due to factors such as Sex or disability. The contract may be violated if the work is explicitly determined from the house.

Regardless of legal factors, employers should be aware of a simpler issue: reduce employee stimulation, according to Debie Lovevich in Consultance BCG. She warned, “Nothing says I do not trust you like an authorization with an emblem of watching every step.”