Google is implementing stricter measures to enforce office attendance, including tracking badge data, confronting employees who don’t come in as required, and factoring attendance into performance reviews. CNBC reports: Google’s chief people officer, Fiona Cicconi, wrote an email to employees at the end of the day on Wednesday, which included doubling down on office attendance, reasoning that “there’s just no substitute for coming together in person.” “Of course, not everyone believes in ‘magical hallway conversations,’ but there’s no question that working together in the same room makes a positive difference,” Cicconi’s email read. “Many of the products we unveiled at I/O and Google Marketing Live last month were conceived, developed and built by teams working side by side.”

Her note said the company will start including their three days per week as a part of their performance reviews and teams will start sending reminders to workers “who are consistently absent from the office.” Cicconi even asked already-approved remote workers to reconsider. “For those who are remote and who live near a Google office, we hope you’ll consider switching to a hybrid work schedule. Our offices are where you’ll be most connected to Google’s community.” A separate internal document showed that already-approved remote workers may be subject to reevaluation if the company determines “material changes in business need, role, team, structure or location.”

In the U.S., the company will periodically track whether employees are adhering to the office attendance policy using badge data, and executives are currently reviewing local requirements to implement in other countries, one of the documents states. If workers don’t follow the policy after an extended period of time, human resources will reach out about “next steps.” Going forward, Cicconi said, new fully remote work will only be granted “by exception only.” In a statement to CNBC, Google spokesperson Ryan Lamont said, “our hybrid approach is designed to incorporate the best of being together in person with the benefits of working from home for part of the week. Now that we’re more than a year into this way of working, we’re formally integrating this approach into all of our workplace policies.”

Lamont added that the badge data viewed by company leaders is aggregate data and not individualized.

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