BNY Mellon, Asana Adjust Office Policies for Productivity

In 2025, corporate leaders continue to grapple with the optimal return-to-office (RTO) policies, despite pushback from employees. Many businesses are insisting on a physical presence in the office, citing various reasons such as collaboration, mentorship, and team cohesion.

BNY Mellon, for instance, initially implemented a three-day in-office policy but adjusted it to four days based on productivity data. The company has also introduced additional benefits to complement their RTO policy, including two weeks of 'work from anywhere' time and a designated 'recharge period' at the end of the year. During this period, both managers and employees are encouraged to focus on critical business tasks and avoid meetings, allowing for a more relaxed and productive environment.

Similarly, Asana, a tech company known for its asynchronous work platform, has adopted an 'office-centric hybrid' model. This approach prioritizes in-person collaboration, particularly for early-career engineers and salespeople, to foster learning and cross-functional relationships. Employees are required to be in the office on Mondays, Tuesdays, and Thursdays, with Wednesdays designated as 'no-meeting days' to provide flexibility in their schedules. This policy is designed to accommodate the needs of workers who are part of the 'sandwich generation,' balancing the care of both young children and aging parents.

Both BNY Mellon and Asana emphasize the importance of data in shaping their RTO policies. By leveraging productivity data, these companies aim to create a balanced work environment that supports both in-office collaboration and remote work flexibility. This approach not only addresses employee concerns but also ensures that the company's goals are met efficiently.