This was very predictable for the companies which have an established culture prior to Covid. If all your collaboration and management practices are set for an

This was very predictable for the companies which have an established culture prior to Covid. If all your collaboration and management practices are set for an in-person environment, then you really have only 2 choices: force people to return to work or invest into resetting your culture. A lot of decision makers at these big co's have been working for 15-20 years by now. So they are going to find it very hard to change their habits. It is much easier for them to go with the first option. And before someone raises the problem of attrition, these people are not dumb to not think of it (okay, some of them are, but only a few). Rather, they know how to cushion the impact, like: 1) allow WFH for 1-2 days, 2) impose RTO during a weak labor market when people cannot find a job easily, 3) identify top performers and give them generous retention grants, 4) allow exceptions for truly indispensable employees who do not budge after the first 3 majors (though these people are only a handful). I am seeing this movie first hand in a lot of companies across SV.