Summary:
Ericsson's new policy demands a 60% office attendance, causing confusion among employees.
Union officials report that the decision was made suddenly without proper communication.
Employees are struggling with commuting issues, leading to extreme situations like taking meetings in toilets.
The union calls for a gradual approach to increasing office presence, considering individual needs.
Positive dialogue is noted, but management must clarify the policy to ensure employee comfort.
Ericsson's Shift in Office Attendance Policy
Ericsson has recently made headlines for tightening its office attendance policy. Previously, during the pandemic, employees worked from home, but as they began to return, a 50% attendance was established. This policy, however, was poorly enforced. Now, Ericsson is pushing for a 60% attendance rate, which has sparked significant backlash from employees and union officials.
A Sudden Change
According to Jessica Nygren, vice chairman of the Swedish Association of Graduate Engineers at Ericsson, the policy change was abrupt and left many managers confused. Many interpreted the new rules rigidly, insisting employees come in three days a week instead of the intended 60% of working time over the year. This misinterpretation has led to a loss of flexibility for employees.
Rules Without Reason
Ericsson's press officer, Ralf Bagner, stated that the company believes in a hybrid work model and the importance of face-to-face interactions. However, Nygren argues that there is no clear reasoning behind the sudden shift to requiring more office presence. Many employees, especially those commuting long distances, are struggling to find adequate workspace upon arrival, leading to absurd situations where colleagues have resorted to taking meetings in toilets due to lack of space.
A Call for Thoughtful Implementation
Nygren emphasizes that the union is not against increased office attendance but advocates for a more gradual and considerate approach. Employees should be consulted on practicalities like commuting, parking, and workspace availability. Additionally, managers should have the autonomy to determine what works best for their teams instead of being subjected to a one-size-fits-all policy.
Open Dialogue
Despite the tensions, there is some optimism as Nygren notes a positive dialogue with CEO Börje Ekholm, who acknowledges that the new policy shouldn't apply uniformly to all employees. The key now is for management to convey this message clearly to all levels, ensuring employees feel safe and welcome in the office environment.
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