'Can't hire grownups and treat them like children': Spotify HR head on return to office mandates
Oct 14, 2024, 13:10 IST
When Amazon asked all of its employees to return to working from offices five days a week, the company received a lot of backlash. Soon, discussions around work-life balance across social media reignited and people began weighing in on the debate. Despite many studies showing the benefits of flexible work, many companies are calling their employees back to offices. But, Spotify's HR chief feels this is unnecessary. In a recent interview, she said that companies can't hire grown-up employees and treat them like children.
Spotify, the popular music streaming platform, has a work-from-anywhere (WFA) policy. “You can’t spend a lot of time hiring grown-ups and then treat them like children,” says Katarina Berg, Spotify’s chief human resources officer, told Raconteur. This philosophy captures the essence of a workplace that values autonomy and trust. Spotify’s approach is not merely about where employees perform their tasks; it’s about recognising that work can be done anywhere, as long as the output meets the standards of quality and creativity expected.
Berg’s words resonate deeply in an age where flexibility is more than just a buzzword—it’s a necessity. “We are a business that’s been digital from birth, so why shouldn’t we give our people flexibility and freedom?” she added.
For Spotify, the question isn’t whether employees should come into the office; rather, it’s about providing options. They still maintain physical offices, acknowledging that some employees enjoy the camaraderie and collaboration that comes from in-person interactions. To strike a balance, Spotify has implemented “core weeks,” where teams are encouraged to meet face-to-face. “We know what happens when people sit down and you can actually look each other in the eye. It’s different to being on screen,” Berg revealed, highlighting the intrinsic value of personal connection in a digital world.
As the workforce continues to evolve, the need for a more nuanced approach to work policies has never been more critical. Companies that fail to adapt may find themselves at a disadvantage, losing talent to those who offer greater flexibility and understanding. While some employees may thrive in a structured environment, others may find it stifling, leading to disengagement and decreased productivity.
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Spotify, the popular music streaming platform, has a work-from-anywhere (WFA) policy. “You can’t spend a lot of time hiring grown-ups and then treat them like children,” says Katarina Berg, Spotify’s chief human resources officer, told Raconteur. This philosophy captures the essence of a workplace that values autonomy and trust. Spotify’s approach is not merely about where employees perform their tasks; it’s about recognising that work can be done anywhere, as long as the output meets the standards of quality and creativity expected.
Berg’s words resonate deeply in an age where flexibility is more than just a buzzword—it’s a necessity. “We are a business that’s been digital from birth, so why shouldn’t we give our people flexibility and freedom?” she added.
For Spotify, the question isn’t whether employees should come into the office; rather, it’s about providing options. They still maintain physical offices, acknowledging that some employees enjoy the camaraderie and collaboration that comes from in-person interactions. To strike a balance, Spotify has implemented “core weeks,” where teams are encouraged to meet face-to-face. “We know what happens when people sit down and you can actually look each other in the eye. It’s different to being on screen,” Berg revealed, highlighting the intrinsic value of personal connection in a digital world.
As the workforce continues to evolve, the need for a more nuanced approach to work policies has never been more critical. Companies that fail to adapt may find themselves at a disadvantage, losing talent to those who offer greater flexibility and understanding. While some employees may thrive in a structured environment, others may find it stifling, leading to disengagement and decreased productivity.
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