Aaron Falcione on return to work policy
From Actionable Advice with Aaron Falcione (Organon) | S4E11 | JKLAdvisors.ai · · Growing your business with People
“We basically said we don't have the answer, no one does, and so I think we started to set aside this notion that there is a solution here that's going to satisfy everyone. We talked about what we valued: in-person collaboration, human connection, and how that yields more innovative, creative results as a company.”
On , Aaron Falcione, Executive Vice President & Chief Human Resources Officer at ORGANON & CO, spoke about return to work policy during Actionable Advice with Aaron Falcione (Organon) | S4E11 | JKLAdvisors.ai on Growing your business with People.
About Aaron Falcione
Aaron Falcione, Executive Vice President and Chief Human Resources Officer at Organon, discussed the role of culture in mergers and acquisitions and the company's approach to return-to-office policies in two September 2024 podcast appearances. In the first appearance, Falcione stated that people "make or break a deal" and that failing to address urgent people issues in M&A reduces the probability of capturing deal value. He said that in a transaction, the first question employees ask is "Will I have a job?" and that senior executives often want to start with vision and values, but must first address basic security concerns. He described walking away from a deal due to a "fundamental cultural misfit" and later acquiring the same company from a position of strength)Skip In the second appearance, Falcione described Organon's return-to-office strategy, which he said guides employees to be in the office two to three days a week with one anchor day for cross-functional collaboration, rather than mandating attendance. He said the company was "vulnerable" in acknowledging it did not have a solution that would satisfy everyone)Skip He cited solidarity with essential workers who showed up during COVID, community obligation to local businesses in Jersey City, and the disproportionate impact of mandates on women as factors in the decision. Falcione said that when the initial strategy was announced, employees "threw up all over it," and the company listened and course-corrected. He added that "sometimes as a senior leader you just have to eat a little humble pie."