Amazon should institute a "pay at risk" or performance-based incentive/bonus system that sets annual performance goals for the enterprise (e.g., share price, ROCE, etc.), for each major department (e.g., budget, profit/cost center goals, etc.), and for each division/team (e.g., projects delivered on-time/on budget, budget/cost metrics, etc.), with bonus percents of salary attached to each level.
At the end of the year, each employee receives the percent of salary for each level of metric that has been achieved. If teams miss their goals and do not receive their associated incentive pay, then they have only themselves to look for reasons why. If teams that work 5 days in the office are meeting their performance goals while teams that work-from-home do not, then team peer pressure will drive performance norms for the following year.
-PJ
Good approach—those who perform should make the rules—not a bunch of jerk dictatorial managers.
I am in favor of working at home but if the numbers went the other way then I would be fine with it.