Dell’s RTO Policy Failure: Workforce Choosing Remote Work Over Promotions

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Dominic Catacora
Dominic Catacora
Dominic Catacora is a Staff Writer for He is based in Pittsburgh, PA. He graduated from Radford University in 2017 with a Bachelor of Science degree in Media Studies - Journalism. He has previously covered the Historic Triangle as a journalist living in Williamsburg, Va, and is now focused on writing related to the future of work.

The result of Dell’s controversial return-to-office policy that told employees staying remote disqualified them from a promotion is clear: employees want remote work despite the costs.

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Dell Technologies (Dell) continues to face major backlash from its employees over its recent return-to-office (RTO) mandates and updated polices. 

Introduced in February 2024 and put into effect last month, the policy requires employees to designate themselves as either hybrid or remote. If employees choose to remain fully remote, they will not be eligible for a promotion. The hybrid workers will be eligible if they spend at least three days each week in the office. 

Now that it’s in place, the outcome of this directive has shown nearly half of Dell’s full-time U.S. workforce is opting for remote work — prompting concerns about employee retention and overall satisfaction. 

Employees cite substantial personal and financial benefits as reasons for choosing to remain remote.  

Some staffers have reported that office closures or impractical commuting distances left them no viable alternative but to remain as remote workers and that a return to office would be redundant for meetings with team members at offices across the U.S. and internationally.  

Company data seen by Business Insider confirmed that nearly 50% of Dell’s full-time U.S. workforce has chosen to stay remote.  

Dell maintains that combining in-person collaboration with a more hybrid approach is the path forward for its post-pandemic work environment. 

Dell’s decision serves as a reminder of the persistent debate between employees and employers related to work-life preferences, and how that impacts company culture in the post-pandemic world.   

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