--- title: Lesson from JPMorgan Chase and Goldman Sachs: Take a Hard Line on Return-to-Office at Your Own Risk description: Breaking news and analysis from time.com. Politics, world news, photos, video, tech reviews, health, science, and entertainment news. canonical: https://time.com/partner-content/charter/6176895/jpmorgan-chase-goldman/ author: Suein Hwang article:opinion: false article:content_tier: free article:published_time: 2022-05-16T13:17:34.000Z article:modified_time: 2026-04-28T07:07:13.032Z article:section: Charter og:title: Lesson from JPMorgan Chase and Goldman Sachs: Take a Hard Line on Return-to-Office at Your Own Risk og:description: Breaking news and analysis from time.com. 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They are at time.com/newsletters and are separate from a paid subscription. by [Suein Hwang](https://time.com/author/suein-hwang/) May 16, 2022 1:17 PM UTC  David Solomon of Goldman Sachs isn't the biggest fan of remote-work arrangements. David Solomon of Goldman Sachs isn't the biggest fan of remote-work arrangements.Getty Images/Jed Jacobsohn by [Suein Hwang](https://time.com/author/suein-hwang/) May 16, 2022 1:17 PM UTC Amid this global experiment in the future of work, the strenuous efforts of JPMorgan Chase and Goldman Sachs to get employees back in the office are two case studies worthy of close real-time examination. The details of what happened at both banks differ slightly, but the big-picture takeaway is the same. _Take a hard line on return-to-office schedules at your own risk._ **The declarations** It started over a year ago, when the chieftains of Goldman Sachs and JPMorgan took strong public stands against remote work. Exclusively working from home “doesn’t work for those who want to hustle,” [declared Jamie Dimon](https://www.reuters.com/article/us-jp-morgan-ceo/working-from-home-doesnt-work-for-those-who-want-to-hustle-jpmorgan-ceo-idUSKBN2CL1HQ), CEO of JPMorgan, adding in [a separate interview](https://www.cnbc.com/2021/05/04/jamie-dimon-fed-up-with-zoom-calls-and-remote-work-says-commuting-to-offices-will-make-a-comeback.html) that people “don’t like commuting, but so what.” “I do think for a business like ours, which is an innovative, collaborative apprenticeship culture, this is not ideal for us and it’s not a new normal,” [said Goldman CEO David Solomon](https://www.cnbc.com/2021/02/25/goldman-sachs-ceo-solomon-calls-working-from-home-an-aberration-.html) of remote-work arrangements generally. “It’s [an aberration that we’re going to correct](https://www.bbc.com/news/business-56192048) as quickly as possible,” he added. Sign up for Charter's newsletter to get the handbook for the future of work delivered to your inbox. Email Address You can unsubscribe at any time. By signing up you are agreeing to our [Terms of Service](https://www.charterworks.com/terms-of-service/) and [Privacy Policy](https://www.charterworks.com/privacy-policy/). **The enforcement** While their official return-to-office details differed—half of JPMorgan’s employees can work in either a [hybrid or remote model](https://fortune.com/2022/04/18/jpmorgan-ceo-jamie-dimon-concedes-partial-defeat-return-to-office-mandate-real-estate/), while all of Goldman’s were told to [return to the offices](https://www.cnbc.com/2022/03/14/goldman-sachs-wants-workers-in-office-5-days-a-week-and-other-companies-could-follow.html) full-time—both firms made it clear that in-office working was preferred. And when employees began returning in earnest, both firms [reportedly monitored](https://www.hr-brew.com/stories/2022/05/06/some-financial-firms-are-using-id-card-swipe-data-to-monitor-in-office-attendance) worker office attendance by tracking ID swipes. **The reaction** “At JPMorgan, nobody trusts you,” one staffer [told Business Insider](https://www.businessinsider.com/jpmorgan-staff-describe-panic-as-bank-tracks-their-office-attendance-2022-4). Another said some managers appeared “deathly afraid” of their teams falling short of 100% compliance. At Goldman, [reports surfaced](https://nypost.com/2022/03/30/junior-goldman-sachs-bankers-threaten-to-quit-over-5-days-a-week-office-rule/) of employees allegedly threatening to quit in reaction to the five-day rule. Being monitored is “an uneasy feeling,” an analyst [told Business Insider](https://www.businessinsider.com/goldman-sachs-is-tracking-swipes-to-get-people-back-rto-2022-3). “Knowing you're being tracked kind of feels like you're going back to high school and they're taking attendance." **The latest** In late April, some JPMorgan employees were [reportedly granted](https://www.businessinsider.com/jpmorgan-memo-by-drew-cukor-reducing-in-office-requirements-pushback-2022-4) a carveout and could reduce their days in the office to two from three. A person familiar with the bank noted that worker schedules vary by business and by individual manager and said a very small group was impacted by the change. Earlier this month, Goldman’s Solomon [appeared on CNBC](https://www.cnbc.com/2022/05/02/goldman-sachs-ceo-david-solomon-says-in-person-attendance-tops-50percent-after-return-to-office-push.html) and reported that in-person attendance in the firm’s US offices is between 50% and 60%, down from a pre-pandemic figure of roughly 80%. “It’s going to take time, you know; behavior shifts take time generally,” he said. “You waged a public campaign, it would seem, to have people show up five days a week,” retorted CNBC’s David Faber. “It feels like you lost.” Solomon said his view was always “rooted in flexibility” and that his approach has “been portrayed as much more dogmatic than it is.” **Our take** [Nicholas Bloom](https://nbloom.people.stanford.edu/bio), a professor at Stanford Business School who has studied remote work for years, says that in today’s working world, demanding employees return to work five days a week is a mistake. “The biggest problem with \[it\] is what to do when, as is clearly going to happen, employees do not return to the office full time. There are only two choices,” Bloom says. “One is to ignore it. That makes the firm and its leadership look weak. The other is to sanction employees with fines and punishment. This is even worse, as you are punishing employees that are otherwise highly performing for a rule they broke which is pointless and arbitrary.” “That is the fastest way to lose employees,” he adds. London Business School professor Lynda Gratton, author of [_Redesigning Work_](https://www.charterworks.com/lynda-gratton-redesigning-work/), has noted that some companies like Goldman [don’t necessarily need to care](https://www.charterworks.com/lynda-gratton-lbs-london-organizations-are-now-unfrozen-and-can-change-before-they-refreeze/) about employee work flexibility in order to attract talent. Goldman itself recently received a [record 236,000 applications](https://fortune.com/2022/04/05/goldman-sachs-received-record-236000-intern-applications/#:~:text=Goldman%20Sachs%20received%20a%20record,reject%20returning%20to%20the%20office) to its competitive internship program. A Goldman spokeswoman noted that in a town hall meeting on March 30, Solomon pointed out that on any given day before the pandemic, 20% to 25% of employees were working remotely, whether due to an ill child or a personal obligation. Solomon added that being in the office is more important for a young employee than a more experienced employee juggling a family. We’re in a period of real experimentation, with each organization finding its way. And [some experts have predicted](https://www.charterworks.com/return-to-workplace-laszlo-bock-humu/) that companies could largely revert to more traditional in-person arrangements over time.But the cases of JPMorgan and Goldman show how best practices rooted in research—eg around the importance of [aligning the expectations of managers](https://www.charterworks.com/checklist-great-return-to-office/) and workers around flexibility, the need to approach return-to-office [with empathy](https://www.charterworks.com/hybrid-work-employee-experience-leblanc-godfrey-dukuly/), and the [importance of trust—are largely playing out as expected in real life](https://www.charterworks.com/power-of-trust-book-sucher-gupta/). --- ## Read more from Charter [READ MORE](https://time.com/partner-content/charter/) [Open article: Why the Office Isn’t a Cure for Loneliness](https://time.com/partner-content/charter/why-the-office-isn-t-a-cure-for-loneliness/)  ### Why the Office Isn’t a Cure for Loneliness [READ MORE](https://time.com/partner-content/charter/why-the-office-isn-t-a-cure-for-loneliness/) [Open article: How to Pitch AI More Effectively to Workers](https://time.com/partner-content/charter/how-to-pitch-ai-more-effectively-to-workers/)  ### How to Pitch AI More Effectively to Workers [READ MORE](https://time.com/partner-content/charter/how-to-pitch-ai-more-effectively-to-workers/) [Open article: Who the Layoff Tax Hits Hardest](https://time.com/partner-content/charter/who-the-layoff-tax-hits-hardest/)  ### Who the Layoff Tax Hits Hardest [READ MORE](https://time.com/partner-content/charter/who-the-layoff-tax-hits-hardest/) --- ```json [{"@context":"https://schema.org","@type":"NewsArticle","@id":"https://time.com/partner-content/charter/6176895/jpmorgan-chase-goldman/","mainEntityOfPage":{"@type":"WebPage","@id":"https://time.com/partner-content/charter/6176895/jpmorgan-chase-goldman/"},"headline":"Lesson from JPMorgan Chase and Goldman Sachs: Take a Hard Line on Return-to-Office at Your Own Risk","datePublished":"2022-05-16T13:17:34.000Z","dateModified":"2026-04-28T07:07:13.032Z","description":"Organizations can learn many lessons from the return-to-office approaches of Goldman Sachs CEO David Solomon and JPMorgan Chase CEO Jamie Dimon.","url":"https://time.com/partner-content/charter/6176895/jpmorgan-chase-goldman/","keywords":[],"thumbnailUrl":"https://static.time.com/v3/assets/bltea6093859af6183b/blt6cabf41012cafb84/698a31d3096a9417276ac8a7/GettyImages-1368471462.jpg?branch=production&width=1200&quality=75&auto=webp&crop=1200:675&height=675","author":[{"@type":"Person","name":"Suein Hwang","jobTitle":null,"url":"https://time.com/author/suein-hwang/"}],"articleSection":"Charter","image":[{"@type":"ImageObject","url":"https://static.time.com/v3/assets/bltea6093859af6183b/blt6cabf41012cafb84/698a31d3096a9417276ac8a7/GettyImages-1368471462.jpg?branch=production&width=1200&quality=75&auto=webp&crop=1200:675&height=675","width":1200,"height":675,"headline":"GettyImages-1368471462.jpg","caption":"A photo of Goldman Sachs CEO David Solomon","creditText":"","representativeOfPage":true}],"publisher":{"@type":"Organization","name":"Time","url":"https://time.com/","logo":{"@type":"ImageObject","url":"https://time.com/images/logo.png","width":528,"height":156},"foundingDate":"March 3, 1923","sameAs":["https://www.facebook.com/time","https://www.instagram.com/time/?hl=en","https://twitter.com/time","https://www.pinterest.com/timemagazine"]}},{"@context":"https://schema.org","@type":"BreadcrumbList","itemListElement":[{"@type":"ListItem","position":1,"item":{"@id":"https://time.com/partner-content/charter/6176895/jpmorgan-chase-goldman/","name":"Lesson from JPMorgan Chase and Goldman Sachs: Take a Hard Line on Return-to-Office at Your Own Risk"}}]}] ```