The departure of Cheryl Ainoa, Sam’s Club’s Chief Technology Officer, hit home for me and underscores a critical truth: flexibility isn’t just a nice-to-have anymore — it’s a non-negotiable. After nearly five years in her role, Ainoa stepped down instead of relocating to Bentonville, Arkansas, because Walmart enforced a strict return-to-office (RTO) policy. That decision speaks volumes about where today’s workforce is headed. Companies that insist on rigid policies? They’re at risk of losing their most valuable people.
Walmart’s push to get everyone back to headquarters is part of a larger trend we’re seeing with major corporations. They’re trying to rebuild that in-office culture they believe was lost during the pandemic. But here’s the thing: many executives, like Ainoa, are finding that forcing centralization just doesn’t align with the way they need to live and work anymore. I’ve seen this time and time again across industries—hybrid work, not relocation, is what leaders are looking for.
Why I Believe Leaders Are Choosing Flexibility Over Full-Time Office Policies
Ainoa’s departure resonated with me personally. I know what it’s like to balance the responsibilities of leadership with the demands of everyday life. Hybrid work isn’t a luxury for leaders like her—it’s essential. Gallup recently found that 61% of employees would explore new opportunities if forced into full-time, on-site work, and I can’t say I’m surprised. For executives, the stakes are even higher. Relocating doesn’t just mean new office surroundings—it means uprooting families, changing routines, and often facing higher living costs.
I’ve heard it from countless leaders:
- Personal Disruption: Moving means uprooting families, finding new schools, and adjusting to new rhythms.
- Loss of Talent: When faced with relocation, top executives like Ainoa may simply look for roles that provide more stability and flexibility.
- Higher Costs: Relocating often involves higher living expenses, which can diminish job satisfaction.
I get why Walmart would want to build a culture based on physical presence, but here’s the thing — hybrid work provides an answer that maintains culture while respecting the needs of today’s workforce.
Hybrid Work: A Competitive Advantage You Can’t Afford to Ignore
It’s not just about flexibility anymore. Hybrid work is a strategic advantage that can’t be overlooked. I’ve seen firsthand how hybrid models boost productivity, reduce burnout, and foster inclusivity. McKinsey’s research backs this up too — 87% of employees would choose a company offering flexible work options, and this includes executives. They need that balance between high-stakes work and personal commitments.
What’s been clear to me as I work with leaders across industries is this: hybrid work allows employees to operate where and when they’re most effective. That’s a huge advantage. At Kadence, we’ve been helping companies blend in-office and remote work in a way that makes sense. With the right tools and policies, teams can thrive without losing the culture that makes them unique.
The Data Doesn’t Lie: Hybrid Work Delivers Real Results
We’ve all heard the debate around hybrid work, but the data is clear — hybrid work delivers results. Let’s break down some of the key advantages:
- Increased Productivity: Employees focus on results, not the number of hours spent in the office.
- Reduced Burnout: Flexibility allows people to manage their well-being more effectively.
- Stronger Collaboration: With the right platforms, remote and in-office teams stay connected and aligned.
At Kadence, we’re partnering with organizations to implement hybrid models that leverage these benefits. I’ve seen it work when companies invest in the right tools to manage schedules, connect teams, and maintain accountability. The right hybrid approach is about more than just working from home — it’s about creating a seamless, productive environment for everyone.
A Wake-Up Call for Companies: Learn from Sam’s Club’s Hybrid Challenge
Ainoa’s departure is more than just an isolated decision — it’s a wake-up call. If businesses continue to enforce rigid relocation policies, they’re sending a message that flexibility doesn’t matter. And I can tell you from personal experience — it does. The labor market is tight, and companies that embrace hybrid work will retain and attract top talent. On the flip side, those clinging to traditional models will alienate high performers.
It’s a lesson we’ve seen time and time again. In fact, I’ve read that 67% of hybrid-working companies report higher employee satisfaction. It makes sense—leaders and top talent thrive in environments that focus on flexibility, results, and respecting individual needs.
How You Can Build the Ideal Hybrid Work Environment
For organizations looking to get this right, here are a few strategies that I’ve found make a big difference:
- Encourage Flexibility: Give teams autonomy to choose when they come into the office and when they work remotely.
- Invest in the Right Tools: Platforms like Kadence are essential for managing hybrid work efficiently and ensuring everyone stays aligned.
- Focus on Outcomes, Not Hours: Judge success by results, not by how long someone sits at their desk. It’s about what they achieve, not where they are.
At Kadence, we’ve made it our mission to help organizations adjust to the changing expectations of today’s workforce. Flexibility isn’t just a perk anymore — it’s a necessity. And if there’s one takeaway from Ainoa’s departure, it’s this: embracing hybrid work isn’t just about survival, it’s about thriving.
The future of work is hybrid. The question is — are you ready for it?
