“We also saw a green wave people wanted to go away from the bigger cities and live closer to nature or have a different type of life.” “We saw a lot of people had a tendency to move back closer to family,” Berg says. Almost double that amount moved within the U.S. The HR team then created a roughly 40-page playbook for the rollout of Work From Anywhere, and later released a slimmed-down Q&A document for employees.Ībout 150 of Spotify’s 6,500 global employees chose to move to a different country, representing 2% of the company’s total workforce.
“We also wanted to be able to tap into even broader and more diverse talent pools than we were currently tapping into,” she adds, citing heightened competition for talent and a need for teams that reflect the company’s diverse customer base.Īmong U.S.-based employees, Black and Hispanic representation increased from 12.7% to 18% from 2019 to 2021 women in leadership globally increased from 25% to 42%.īefore the policy’s rollout, Spotify created an exhaustive FAQ document and used it as a framework for internal planning, starting with the most important questions employees would likely want answered. “A clear common thread throughout our surveys the past couple of years, before we put this Work From Anywhere together, has been asking for flexibility,” says Anna Lundstrom, an HR VP and one of the two architects of the Work From Anywhere policy. In many ways, it was a blessing in disguise. The pandemic sent office workers home, ushering in the work-from-home experiment faster than expected. In early 2020, Spotify’s leadership team gathered in New York City and set a goal to become a fully-distributed company by 2025.ĬOVID-19, of course, had other plans. Spotify’s Work from Anywhere initiative was conceived pre-pandemic. Berg and her team have spent the last year tracking how the new work model affects creativity, collaboration, and productivity, the latter of which is measured by the quality and speed of completed projects. “People want that flexibility and that freedom,” Katrina Berg, Spotify’s chief human resources officer, tells Fortune. What’s more, the music streaming service says its location flexibility has helped the company meet DEI objectives, with roughly half of new hires coming from a location outside of Spotify’s main hubs in New York City and Los Angeles. Attrition at the company was 15% lower in the second quarter of 2022 compared to the same quarter in 2019. Spotify credits these changes to its return-to-office initiative.
In Europe, the platform has increased its presence outside its Stockholm headquarters to Germany, Spain, and the Netherlands. It’s expanded beyond New York and California and is now registered in 42 U.S. More than a year later, Spotify says it’s experienced lower turnover compared to pre-pandemic levels and increased diverse representation.
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