[Teacher]

Hello Aurelia—ready to put the activity and podcast into practice?

[Aurelia]

Hi there, yes I am.

[Teacher]

Here’s our scenario: one person is an employee concerned about their company’s new five-day in-office policy, while the other is a manager who must explain the company’s reasoning and address concerns, but still maintain the policy stance. Try to weave today’s target expressions into your negotiation.

Would you like to be the employee raising concerns, or the manager responding?

[Aurelia]

Well, I’d like to be the employee, please.

[Teacher]

Excellent choice. I’ll take the role of the manager. When you’re ready, please begin by sharing your concerns about the new five-day in-office policy. Remember to incorporate some of our target expressions as you present your points.

[Aurelia]

Well, hello there and thank you for meeting with me today.

[Teacher]

Thank you for coming forward. I understand you may have reservations about the recent shift to a full in-office schedule. Please, could you elaborate on your main concerns regarding this policy change?

[Aurelia]

Yes, I wanted to discuss with you this sudden shift to a full-time office requirement which was taking everybody aback. While we do understand the intent behind it, I must say it’s quite a big change. During the remote work period, I personally felt I was able to manage my workload very efficiently without the commute stress. Is there no room for a more flexible approach?

[Teacher]

I appreciate your openness and the way you’ve articulated your experience. Management’s decision aims to foster better collaboration and mentorship opportunities, as we’ve noticed that in-person interactions enhance overall synergy within teams. Having said that, I do recognise that the policy may not account for individual needs and work-life balance in every case. Could you share more about how this change might specifically impact your productivity or wellbeing?

[Aurelia]

I do see how in-office work benefits the team. But in my role, considering my specific role requirements, all my tasks are quite individual. I do collaborate with colleagues from different time zones through online platforms. And the in-office requirement feels like an added layer of routine that doesn’t necessarily impact my productivity. So I’m thinking whether you could consider a hybrid model perhaps. Like coming three days a week instead of five would offer real balance.

[Teacher]

That’s a well-reasoned suggestion. While the current policy leans towards cohesive team dynamics by having everyone present, we do intend to re-evaluate, in light of employee feedback and specific role requirements, as the transition progresses. Nonetheless, at this stage, the expectation is full in-office attendance, though HR is prepared to provide some tailored support for those facing particular challenges. What alternative might work for you if a hybrid model isn’t immediately possible?

[Aurelia]

I understand the consistency goal you’ve mentioned, but I’m still concerned that the policy doesn’t account for individual needs and the work-life balance, especially for those of us with long commutes or even caregiving responsibilities. Our remote work offered a lot of flexibility, and this is essential for my productivity and for my mental well-being. I still believe that this policy might be re-evaluated over time based on every employee feedback.

[Teacher]

Sound argument. It’s important to acknowledge that productivity doesn’t hinge solely on physical presence, and your feedback will certainly be considered as we monitor the policy’s impact. For now, if you encounter specific difficulties, please reach out so we can provide some tailored support. On balance, the company’s intention is not to disregard the value brought through remote work, but to strengthen our collective performance. Is there anything else you’d like to add about how this transition could be made smoother for you?

[Aurelia]

Well, knowing that tailored support will be provided during this transition is really, I mean, it’s quite reassuring to hear. And right now, I can’t think of anything I would like to suggest, but I will definitely reach out to the HR if needed or if I have any suggestions. And I do hope that the value we bring through remote work will not be overlooked in many ways. I believe it is essential to acknowledge that productivity, as you mentioned, isn’t necessarily tied to physical presence.

[Teacher]

Let’s review your performance in this negotiation. Firstly, you articulated your concerns clearly and respectfully, for example: “the in-office requirement feels like an added layer of routine that doesn’t necessarily impact my productivity.” Secondly, you made effective use of target expressions, such as “the policy doesn’t account for individual needs and work-life balance,” which demonstrated strong command of nuanced language. Thirdly, you maintained a constructive and solution-oriented tone throughout, especially when suggesting a hybrid model as a middle ground.

For improvement, consider weaving in even more of the target expressions, such as “to foster better collaboration and mentorship opportunities,” to further showcase your range. At times, your points could be expanded with concrete examples; for instance, when mentioning caregiving responsibilities, you might specify how remote work supported you. Lastly, try to vary your linking devices—using phrases like “nonetheless” or “on balance”—to enhance cohesion and flow.

Excellent work, Aurelia. Very well done. We will keep moving forward in the next session.

[Teacher]

Hello Aurelia—ready to put the Lesson1 into practice?

[Aurelia]

Hi there, yes I am.

[Teacher]

Take the time you need; your answer should last around one minute. How do you feel about remote work versus in-office work?

[Aurelia]

Personally, I find remote work quite beneficial considering its flexibility, but I also understand that there are times when face-to-face interaction boosts productivity. However, I do believe that what Amazon did, I mean enforcing mandatory office presence, can be challenging for employees who have already adapted to a more flexible lifestyle. For this reason, this scenario creates friction in a business.

[Teacher]

Good analysis. Could you tell me a little more about whether you agree that in-person work enhances collaboration and innovation? Which example illustrates that from your own experience or from the article?

[Aurelia]

I do understand that in-person work is a kind of better set up to invent, create, innovate. Just think of all these spontaneous chats, the overhearing things, the energy of shared space. All this is vital and hard to replicate remotely. I mean, I do acknowledge the social side of in-office work.

[Teacher]

Interesting approach. Why has Amazon decided to bring employees back five days a week, according to the article? Could you summarise the main reasons given by the company?

[Aurelia]

I believe that Amazon’s core message is to foster collaboration and mentorship opportunities. And in light of their experience, I mean, working remotely or even the hybrid model that they had previously, they understood that these models do not deliver their core belief and it strengthened their conviction that being in person is better for their company. I also believe that there is a hidden reason for why they have decided to adapt this sudden shift, maybe to better control the employees or to make sure everyone performs their duty well. And besides, let’s not forget about how intense Amazon culture is and the Home Arm work or even the hybrid model. They are diluting this intensity. So that’s one of the reasons they have decided to kind of shift the focus on their own. And then we have a couple more questions from our audience, and I’ll just ask them to come back in a minute.

[Teacher]

Valid observation. What are the advantages and disadvantages of working from home, both for employees and for companies? Could you give examples to support your points?

[Aurelia]

As an employee, I see quite a lot of benefits to working from home. First is the feel of having much more done and being less interrupted. Secondly, since we cut down on commuting time, we’ve got time to spend with our families, time to take care of our health, joining the gym or doing some workouts, time to pursue our dreams or simply to work on any other skill that makes us happy. It’s kind of a work-life balance. You mean just having enough time to grow personally, to strengthen relationships with family and relatives. There are quite a lot of advantages here.

[Teacher]

Good points. On the other hand, could you mention some disadvantages or challenges that working from home might present, either for employees or for companies? How do these compare to the benefits you described?

[Aurelia]

Yeah, that’s true. The trade-offs are not always worth it. For example, consider those projects whose timelines are kind of flipped or maybe their in-person meetings that bring much more benefits to the or, yeah, I guess these are the main disadvantages of remote work.

[Teacher]

Let’s review your performance so far. First, you expressed your ideas clearly and used phrases like “foster collaboration and mentorship opportunities,” which shows strong command of the lesson’s vocabulary. Second, your answers were well-structured, for example, when you said, “First is the feel of having much more done and being less interrupted,” you logically listed your points. Third, you acknowledged both sides of the argument, such as recognising the social side of in-office work and the work-life balance of remote work.

For improvement, try to incorporate more of the target expressions, for example, instead of “the trade-offs are not always worth it,” you could say, “the policy risks not accounting for individual needs and work-life balance.” Also, when you mentioned, “maybe their in-person meetings that bring much more benefits,” you could clarify by saying, “in-person interactions enhance overall synergy.” Lastly, be careful with incomplete sentences, like “maybe their in-person meetings that bring much more benefits to the or, yeah…”—try to finish your thought for clarity. Overall, you’re making excellent progress, Aurelia.

[Aurelia]

…

[Teacher]

Very well done, Aurelia. We will keep moving forward in the next session.