• Amazon rolled out a manager dashboard that tracks the time corporate employees spend in the office.
• The system flags “low-time badgers” and “zero badgers” to help Amazon enforce return-to-office.
• Amazon has previously cracked down on “coffee badging” in its workforce.

Amazon is equipping its managers with powerful new metrics to monitor their reports with a dashboard that tracks not only whether employees show up to the office, but also how many hours they spend there, according to an internal document obtained by Business Insider.

The move marks an escalation in the surveillance of white-collar workers at the e-commerce and cloud computing giant. Last year, Amazon implemented one of the industry’s most stringent RTO mandates, requiring most employees to work from an office for five days a week. Now, managers have a way to spot — and potentially confront — employees who fall short of these expectations.

The updated dashboard, which began rolling out in December, allows managers and HR to view how often employees come into an office, how long they stay, and the locations where they work. It refreshes at 5 p.m. PT daily and tracks these metrics over a rolling eight-week period.

The system flags three kinds of employees: “Low-Time Badgers,” defined as employees whose weekly median time in the office is less than four hours per day, averaged over a rolling eight-week period; “Zero Badgers,” who don’t badge into any Amazon building during that span; and “Unassigned Building Badgers,” who badge into a building other than the one they’re assigned to over half the time.

“These metrics are intended to surface employees operating significantly outside documented in-office expectations,” the document says.

“For more than a year now, we’ve provided tools like this for managers to help identify who on their team may need support in working from the office each day,” an Amazon spokesperson told Business Insider. “We recently updated the dashboard to make it more consistent for all managers, but most of the data and functionality was previously available. We continue to see the benefits of having our teams working together, and we haven’t changed our expectations for employees to be in the office.”

Amazon notes in the document that managers are expected to “apply judgment” when determining whether to initiate formal disciplinary follow-ups.

In 2023, Amazon began tracking and sharing individual office attendance records, reversing a previous policy that only tracked anonymized, aggregated attendance data.

A year later, the company began cracking down on “coffee badging” by informing some teams that they needed to be in the office for a minimum of two to six hours to have their attendance count. The crackdown received criticism from some employees, including one who compared the move to being treated “like high school students,” Business Insider previously reported.

The updated dashboard standardizes these metrics across Amazon’s entire corporate workforce, excluding workers such as warehouse staff and contractors. It grants managers direct, on-demand access to data that they would have previously had to request from HR, according to an Amazon employee familiar with the company’s policies.

Amazon is positioning the dashboard as a means to encourage in-person collaboration.

“Working In-office is important to our culture and is also about more than just being physically present during the week,” the document said. “Managers are expected to promote meaningful team collaboration through direct interactions with their team rather than just remotely monitoring badge swipes each week.”

Amazon is hardly alone in using badge data to police return-to-office rules.

Samsung rolled out a manager-facing tool that shows “days and time in building” metrics, aimed at discouraging “lunch/coffee badging.” Dell informed hybrid staff that it will track on-site presence via badge swipes and could factor attendance into performance and compensation.

Bank of America issued warning notices to employees, informing some that continued noncompliance with its RTO policy could result in further disciplinary action. At JPMorgan, employees have described an internal dashboard that calculates the share of eligible days spent in the office and is visible to senior managers.

In the UK, PwC has said it would track employees’ work locations to enforce its RTO policy.

Have a tip? Contact Pranav Dixit via email at pranavdixit@protonmail.com or Signal at 1-408-905-9124. Use a personal email address, a nonwork WiFi network, and a nonwork device; here’s our guide to sharing information securely.

• Business Insider asked an etiquette coach about mistakes to avoid when interacting with coworkers.
• She said gossiping with colleagues or poking fun at others is never OK.
• Being punctual and mindful of your body language are key ways to demonstrate respect in the office.

From spreading gossip to showing up late to meetings, employees often make subtle missteps when interacting with coworkers.

Although many of these mistakes aren’t meant to be rude, they can still affect a person’s reputation at work. With more and more companies requiring workers to return to the office, it may be time for a refresher on workplace etiquette.

That’s why Business Insider sat down with etiquette coach Mariah Grumet to learn about what to avoid when interacting with colleagues. Here’s what she said.

Don’t gossip with coworkers — no matter how close you think you are

In the moment, gossiping at work may seem like an opportunity to bond with coworkers. However, Grumet said it’s ultimately not an appropriate way to connect with others.

“We develop close relationships with many coworkers, but there is still that boundary that needs to be respected,” she told BI. “It’s inappropriate to spread any rumors about other people at the office.”

There are some topics that should be avoided in the workplace

“There are certain topics that should be reserved for places outside of work,” Grumet told BI. “We shouldn’t be bringing up anything too personal, such as religion, politics, personal health concerns, appearance — anything like that that might be crossing over that boundary.”

It’s important to remember that some issues may be sensitive for others, and therefore, inappropriate in a professional setting.

“Even if you have a close relationship with someone at work, you still need to remain professional with your communication,” Grumet said.

Don’t arrive late to meetings

It’s important to respect people’s time — and that starts with punctuality.

According to Grumet, being on time — whether you’re attending a meeting or holding one — is respectful and shows that you care about your work.

“Being punctual is a representation of your professional image,” Grumet said.

Refrain from making jokes at the expense of others

Grumet said it’s important to avoid poking fun at others, as you never know how a joke will be received.

“You can never be too careful with being respectful,” she told BI.

Even if humor is your preferred way to communicate, it’s important to be cautious of what you joke about in front of coworkers.

Pay attention to your body language when interacting with colleagues

In addition to what you do or say at work, it’s also important to be mindful of your body language when interacting with others.

“Even more so than the words that we say or the tone that we use, people are paying such close attention to body language,” Grumet said. “When you are communicating with coworkers, you want to make sure that your body language is supporting your message and not taking away from it or creating a disconnect.”

According to Grumet, some examples of ways to be conscientious of body language in the workplace include leaning forward in meetings to demonstrate when you’re listening or not having your arms crossed when someone is speaking to you.

This story was originally published on October 18, 2024, and most recently updated on January 8, 2025.

• Bonus season at the nation’s largest banks is starting today, led by Morgan Stanley.
• Year-end bonuses are expected to be big and rise across almost every business line.
• Here are when banks like JPMorgan and Goldman Sachs are sharing the highly anticipated numbers.

The countdown to Wall Street’s bonus season ends today — and the sums are expected to be big.

Morgan Stanley is set to start telling employees the size of their 2025 bonuses as early as today, according to people with knowledge of the bank’s plans.

The firm is kicking off the announcements at major banks, which expect to communicate bonus numbers later this month. The results, often indicative of workers’ performance, often leave some employees walking out of the office on a well-financed cloud nine. Others, however, might feel so snubbed that they decide to leave their banks for good once their check clears.

This year, financiers will probably be pretty happy, since year-end bonuses are expected to rise across almost every line of business, according to a November report by compensation consultancy Johnson Associates. Traders, who could see up to 25% increases, will likely come out on top, the report found, followed by mergers advisors and wealth managers.

While 2025 had a volatile start, dealmaking and M&A activity picked up in the second half of the year, helping banks close out a strong year. That momentum is expected to show up in bonus pools.

The nation’s largest banks will begin reporting their fourth-quarter results, which are expected to be impressive, next week. Global investment banking revenue surpassed $100 billion in 2025, the second-highest since 2021, according to Dealogic.

Business Insider spoke with firm insiders and headhunters to learn when employees at the nation’s largest banks are likely to learn their year-end numbers. Banks typically hold bonus intel close to the chest, they said, and the dates are subject to change.

See when the biggest banks are scheduled to tell staff how much they’re walking away with in 2025 bonus money, in chronological order.

Morgan Stanley

Morgan Stanley is expected to announce first, on January 7, people with knowledge of the plans told Business Insider. The bank reported $2.1 billion in investment banking revenue in the third quarter.

Goldman Sachs

For Goldman employees, bonus numbers will start trickling out on January 16, people with knowledge of the bank’s plans said. The bank announced $15 billion in net revenue in the third quarter, its third-highest quarterly total.

JPMorgan

The nation’s biggest bank by assets is expected to start sharing bonus compensation numbers the week of January 20, according to a person familiar with the matter.

Bank of America

Bank of America will begin communicating bonus numbers on January 26, people familiar with the plans told Business Insider.

Citi

Citi will start sharing bonuses in the second half of January, according to a person familiar with the schedule. The firm’s investment banking unit has become increasingly ambitious under its new chief, Viswas Raghavan, a former JPM veteran banker.

• Amazon now requires corporate staff to list specific work accomplishments in performance reviews.
• This change formalizes the company’s Forte review process to focus on individual contributions.
• The new approach aligns with CEO Andy Jassy’s efforts to build a more disciplined corporate culture.

Amazon has a new question for its corporate workforce: What did you get done last year?

As part of this year’s performance review process, known internally as Forte, Amazon is asking corporate employees to submit three to five “accomplishments” that best reflect their work, according to people familiar with the matter and an internal guideline obtained by Business Insider.

Employees are required to provide “specific examples” of what they delivered, along with actions they plan to take to continue growing at the company, the guideline added.

“Accomplishments are specific projects, goals, initiatives, or process improvements that show the impact of your work,” the internal guideline states. “Consider situations where you took risks or innovated, even if it didn’t lead to the results you hoped for.”

This marks the first time Amazon has explicitly formalized Forte around individual accomplishments, according to the people. They asked not to be identified discussing internal matters.

While the company has long included a self-assessment component, past reviews asked employees broader questions about their “super powers,” areas of interest, and questions like, “When you’re at your best, how do you contribute?” An Amazon spokesperson declined to comment.

Forte is a key driver of employee compensation. Managers also consider peer feedback, adherence to Amazon’s Leadership Principles, and job-specific skills to assign an “Overall Value” rating, which determines annual pay.

The move reflects Amazon CEO Andy Jassy’s continued push to build a more disciplined workforce and a more unified corporate culture. Last year, he enforced a full return-to-office policy, cut management layers, and overhauled Amazon’s pay model and performance review process to more clearly reward top performers.

This is part of a broader change in how tech companies treat employees. After years of mollycoddling talent, the industry has become tougher. Elon Musk started this in 2022, by demanding to know what Twitter employees accomplished each week. Meta CEO Mark Zuckerberg followed suit with his year of intensity. Even Google has toughened up.

Some teams at Amazon, including the advertising and the IMDb video units, began pilot-testing a similar Forte question a few years ago. At the time, advertising chief Paul Kotas told employees that sharing specific accomplishments “helps facilitate a more productive” conversation with managers.

Have a tip? Contact this reporter via email at ekim@businessinsider.com or Signal, Telegram, or WhatsApp at 650-942-3061. Use a personal email address, a nonwork WiFi network, and a nonwork device; here’s our guide to sharing information securely.

• President Donald Trump announced a plan to block large investors from buying single-family homes.
• It could affect firms that have moved into the home-rental market.
• Big investors buying into housing have been a target of both political parties.

President Donald Trump announced on Wednesday that he wants to ban “large institutional investors” from buying single-family homes in the US.

“I am immediately taking steps to ban large institutional investors from buying more single-family homes, and I will be calling on Congress to codify it,” Trump said in a Truth Social post. “People live in homes, not corporations.”

The decision could negatively impact private equity companies like Blackstone that have bought up significant numbers of homes. Blackstone shares dropped immediately following Trump’s announcement.

Institutional investors own a small fraction of US homes, Business Insider’s James Rodriguez has reported. Parcl Labs found in October 2023 that investors with at least 10 units in their portfolio owned roughly 3.4% of all single-family homes in the country. Big investors with at least 1,000 units — a group that includes major companies like AMH Homes, Invitation Homes, Tricon Residential, and Pretium — owned just 0.73%.

The Government Accountability Office reported in 2024 that institutional investors own about two percent of single-family rental homes in the US. But that share is much higher in certain housing markets, particularly in the southeast.

In a January 2025 memo, Blackstone said that higher home prices are the result of a shortage of housing, rather than institutional investors buying up homes.

Institutional buyers of American homes have also been targeted by Democrats.

Former Sen. Sherrod Brown, an Ohio Democrat, introduced a bill in 2023 — the Stop Predatory Investing Act — that would prohibit landlords who own more than 50 single-family homes from obtaining interest and depreciation deductions. As a presidential candidate, former Vice President Kamala Harris endorsed that legislation.

Another 2023 Democratic-backed bill in the House and Senate would prohibit hedge funds from buying or owning single-family homes in the US. The End Hedge Fund Control of American Homes Act would force hedge funds to sell all the single-family homes they own over 10 years.

This is a developing story; check back here for updates.

• Rachel Jones is a 28-year-old who loves to form deep friendships, but finds it hard to make time for them.
• She heard about presentation evenings, where friends present about themselves.
• Together with her new friend, Eloisa, Rachel has started monthly presentation nights.

This as-told-to essay is based on a conversation with Rachel Jones, cohost of the “Is It Normal” podcast. It has been edited for length and clarity.

I was recently introduced to Eloisa by a mutual friend who was certain we’d become fast friends.

That friend was right, because Eloisa and I clicked straight away. We shared similar interests — books and art — and had this chemistry that I can’t quite explain. I knew we’d be best friends.

As we began to get to know each other, both of us keen to “dig deep” and understand each other as fully as possible, we would often say things like, “To understand this part of me, you need some context.”

We started presentation nights

Although we would have liked to jump into each other’s histories, we were limited by time constraints.

I work full-time, volunteer, own a house, participate heavily in church activities, and have family and friends I’m already committed to. Eloisa has a husband and is a full-time student. We’re both very busy people, but we’re keen to connect on a deeper level because neither of us wants coffee-once-a-month friendships.

In your late teens and early 20s, forming friendships is relatively easy, as people often have less responsibility and more time. But the older you get, the harder it can be to form meaningful relationships — because there are only so many hours in a day. And yet, when you meet friends at an older age, there is so much more life to catch up on, just not the time to do it.

I’d seen on social media a trending way to get to know friends as adults — presentation evenings. Each person involved gives a short presentation about themselves, which may include both serious and humorous topics.

Typically, people create slideshows with lots of pictures to accompany whatever is being presented. I’d seen a huge range of topics: what’s my love language, favorite books, favorite memories, teenage years, and the list of ideas for these nights goes on and on.

Excited about the possibility, I asked Eloisa if she’d be up for it, and as I suspected, she couldn’t wait.

We started with our childhoods

For our first presentation night, we decided to kick off our monthly series by sharing stories about our childhoods.

Just the process of preparing my slideshow was precious. I went through dozens of photos of my family, reflecting on the significant changes I experienced as a child, and remembering how fortunate I was to grow up in such a close-knit family with my parents and three siblings.

We planned to present after dinner one evening, both allowing each other to share without interruption.

When I’m typically getting to know a friend just through conversation, both of us are lovingly interrupting each other, interjecting thoughts in response to what the other person has said. But in presenting, you’re quiet when it isn’t your turn, so the listener has a chance to fully absorb what the other person says.

I listened to Eloise speak about her childhood, and I immediately could piece together why she is the way she is because of her history.

When I presented, I methodically talked about my birthday, my parents, my siblings, and how I had lived in several houses in multiple countries.

It was a lighthearted theme, but even so, she now understands why stability is so important to me, and why I tend to crave acceptance from people. A lot of that is down to my childhood.

We are hoping to do these monthly

As a visual learner, I found the presentation night so helpful in remembering the people Eloise spoke about. So now, when she tells me about her sister, I can visualize her sister and recall Eloise’s relationship with her growing up. Facts about Eloise get ingrained in my memory because I’ve had photos and so much context.

I expect that as we hold these presentation nights more frequently — we’re hoping to do them monthly — we’ll get to know each other better, both on a serious and a silly level.

As we continue to be friends, carrying on with these presentations, we’ll understand each other’s triggers more and be able to respond better and give informed advice.

It’s the first time I’ve had presentation nights with a friend, but I suspect I’ll bring in other friends to join us on our evenings. I also think it would be a really helpful thing to do with a boyfriend or partner in the future.

The fact that Eloise wanted to have these presentation nights with me felt like a privilege, because it’s someone who wants to know me and invest in our friendship.

To be known and feel seen is one of the greatest desires we have a humans, and these presentations provide a way to do this in our busy, modern, adulting worlds.