Peloton Interactive built its business to delight its customers. Now it must do the same for its shareholders.

Peloton said Tuesday that it will stop producing its own hardware, exiting all owned manufacturing operations and expanding its relationship with its Taiwanese manufacturer, Rexon Industrial Corp. The move comes as Peloton’s new Chief Executive Barry McCarthy works to right the company’s financials, unwinding big, and in hindsight naive, bets co-founder John Foley made during his tenure.

Peloton’s shares, which have lost 92% of their value over the past year, jumped by almost 5% after the market’s open. A shift to outsourced manufacturing came as a relief. The about-face highlights what Mr. Foley got spectacularly wrong: Peloton acquired Taiwan-based manufacturer Tonic Fitness Technology back in 2019—a move Mr. Foley said was meant to help Peloton own the supply chain in an effort to increase scale and capacity, as well as to “delight” its members.

But, as online retailer Stitch Fix, another business currently undergoing major restructuring and suffering a similar stock price implosion also is learning, it is very hard to own every piece of your customers’ experience and grow exponentially without losing your investors. The numbers simply don’t add up.

Customers probably won’t care where their exercise bike is made, and in fact Rexon and other contract manufacturers had already been building some of Peloton’s components and equipment. Apple, a company with a reputation for design and a loyal customer base, outsources its manufacturing, largely to China. That wasn’t always the case, but outsourcing went a long way toward making the company highly profitable, courtesy of current Chief Executive Tim Cook. In Peloton’s case, it is worth noting that Rexon builds the company’s Tread treadmill and built its recalled Tread+, the sales of which are still on hold. As long as there are no more recalls, Peloton users are there for the company’s content, with the pretty hardware just a means to the end.

Mr. Foley wanted Wall Street to see Peloton as a growth company, and that is how it was valued at its peak. Ultimately, though, there are only going to be so many people interested in sweating profusely on an expensive stationary bike alongside kindred endorphin seekers the world over. As BMO analyst Simeon Siegel put it, Peloton is a company with a phenomenal stable of existing users and right now, it should be focused on “bear hugging” those loyalists.

Data from UBS show that adoption levels of Peloton’s cheaper app, which the company views as a key customer acquisition tool toward its more expensive subscription, continued to decline in May and early June. It also showed active users declining since January. YipitData shows subscriber retention for fiscal 2022 has slightly underperformed historical averages and that churn increased in June year over year. More broadly, Similarweb data shows “home fitness” web traffic declining 24% year over year for the most recently tracked two-week period in late June—the largest annual declines logged by the firm this year.

Wall Street will have to wait for Peloton’s fiscal fourth-quarter report for more granular details on how exactly Tuesday’s announcement will impact the company’s cost structure. A Peloton spokesperson confirmed the company would cut about 570 employees in Taiwan, but that 100 employees would remain in that business unit focused on quality control, engineering and research and development. And Peloton will get a new chief financial officer in Liz Coddington—previously of Amazon.com and Netflix—after the company said Jill Woodworth, who had served in that role since 2018, will step down.

The company we once knew as aspirational is quickly becoming a commodity. It will try to prove to its investors that it can at least be a hot one.

Reprinted by permission of The Wall Street Journal, Copyright 2021 Dow Jones & Company. Inc. All Rights Reserved Worldwide. Original date of publication: July 12, 2022.

Stagflation—a toxic cocktail of stagnating growth and rising prices—is generally viewed as a relic of the 1970s. But economists are warning it could make a comeback.

What is stagflation?

The term is broadly defined as sluggish growth tied with rising inflation. Economists haven’t given it much thought since the 1970s, when U.S. consumers lined up to fill their cars with high-price gasoline and the jobless rate hit 9%.

Earlier this week, the World Bank sharply lowered its growth forecast for the global economy this year and warned of several years of high inflation and tepid growth reminiscent of the stagflation of the 1970s.

Stagflation spells trouble for the economy. Rising inflation erodes consumer purchasing power, and weaker demand hurts companies’ profits and causes layoffs.

Stagflation also puts the Federal Reserve in a bind because the central bank’s job is to keep both inflation and unemployment low. The Fed can raise interest rates to curb inflation—a path it has started on and intends to continue this year—but if it moves too aggressively it risks strangling spending and tipping the economy into a recession.

Why is stagflation a risk now?

Inflation is close to a 40-year high, and economists are worried about economic growth because of the war in Ukraine as well as lockdowns in China and supply-chain disruptions related to the Covid-19 pandemic.

Are we in a period of stagflation now?

Not necessarily. Inflation is high, but unemployment remains near a half-century low. The U.S. economy contracted in the first quarter as supply disruptions weighed on output, but most economists expect growth will resume in the second quarter because of strength in consumer and business spending. Stagflation would be a sustained period of both higher inflation and slower growth, not just one quarter.

Stagflation remains a risk to the U.S. economy, and there are similarities between the situation in the 1970s and today. Surging prices for oil and food are pushing up the cost of living, and business executives are voicing concerns about the outlook for the economy.

But the key difference between the situation in the 1970s and today is employment. During the 1970s and early 1980s, the unemployment rate at times was around 10%. It was just 3.6% in May 2022. U.S. layoff announcements, for now, are few and far between.

What is the difference between stagflation and inflation?

Inflation refers to an increase in prices for goods and services. The Fed likes to see a bit of inflation. It targets 2% inflation a year, because that signals healthy demand in the economy. But if inflation rises too quickly, the rapid price increases erode households’ purchasing power. Stagflation is a situation in which prices are rising, but demand is weakening and economic growth is slowing or contracting. As a result, businesses make less money and cut jobs, driving up unemployment. At worst, that pushes the economy into a recession.

Has stagflation happened before?

Yes, stagflation occurred from the early 1970s to the early 1980s, when surging commodity prices and double-digit inflation collided with high unemployment.

British Parliamentarian Iain Macleod is credited with first using the word stagflation in 1965. “We now have the worst of both worlds—not just inflation on the one side or stagnation on the other, but both of them together. We have a sort of ‘stagflation’ situation.”

Its seeds were planted in the late 1960s, when President Lyndon B. Johnson revved up growth with spending on the Vietnam War and his Great Society programs. Fed Chairman William McChesney Martin, meanwhile, failed to tighten monetary policy sufficiently to rein in that growth.

In the early 1970s, President Richard Nixon, with the acquiescence of Fed Chairman Arthur Burns, tried to tame inflation by imposing controls on wage and price increases. The job became harder in 1973 after the Arab oil embargo drastically drove up energy prices, and overall inflation. Mr. Burns persistently underestimated inflation pressure: In part, he didn’t realize that the economy’s potential growth rate had fallen and that an influx of young, inexperienced baby boomers into the workforce had made it harder to get unemployment down to early-1960s levels.

As a result, even when the Fed raised rates, pushing the economy into a severe recession in 1974-75, inflation and unemployment didn’t fall back to the levels of the previous decade.

The stagflation of the 1970s ended painfully. Fed Chairman Paul Volcker drastically boosted interest rates to 20% in 1981, triggering a recession and double-digit unemployment.

Reprinted by permission of The Wall Street Journal, Copyright 2021 Dow Jones & Company. Inc. All Rights Reserved Worldwide. Original date of publication: June 14, 2022.

Becca Smith will be back to work in no time.

Laid off from her sales position at a startup a couple of weeks ago, she says she’s received more than a dozen inquiries from recruiters in response to a LinkedIn post about her job loss.

Yet something has changed since the 40-year-old Indiana mother started at her former employer last summer. Back then, she was determined to work from home—and felt sure she could get her way. She also had the confidence to join a fledgling business amid a roaring economy.

No more.

“I will give priority to larger, more-established companies for this job search,” says Ms. Smith, whose old company was venture-funded and cut about one-third of the team to conserve cash. She adds she’ll consider reporting to an office part time. She’d also like her next job to involve selling a product customers need even in bad times, rather than a luxury that could get cut from the budget when money is short.

Though the labor market remains tight and many people still have leverage to negotiate high salaries and remote accommodations, some are bracing for a day when things won’t be so great. As unemployment claims tick higher and business leaders like Elon Musk try to reassert their in-office dominance, workers are showing a little less swagger and looking for more stability than they did just a few months ago.

It’s a strange limbo. Working conditions are about as good as they’ve ever been for many people, and office workers’ complaints can seem petty by historical standards. (Imagine your 2019 self griping about being required to work in an office a few days a month.) Yet a loss of total remote freedom, coupled with sobering economic forecasts, can make it feel like workers’ power is slipping away.

Some companies sense the change and are wresting back more control over how much they cater to employees.

Boston Properties Chief Executive Owen Thomas says his tenants are growing bolder about office callbacks. The national office occupancy rate hit 44% last week, according to an estimate by Kastle Systems, which tracks building-access-card swipes. That’s the highest since the onset of the pandemic.

Employers’ fear that workers will flee for other jobs if told to return to their desks is beginning to subside.

“Some companies are doing layoffs, and that puts pressure on people to get back to the office and stay closer to the senior leaders,” says Mr. Thomas, whose firm is among the largest commercial landlords in several major cities.

Treasury Secretary Janet Yellen has said repeatedly that she doesn’t expect the U.S. economy to fall into another recession. Such reassurances wouldn’t seem necessary if not for credible concerns, however, and it might not take the R-word to spook workers.

Career coach Phil Rosenberg says his calendar is filling up with clients who worry it’s now or never—or not for a while, at least—to snag a job with the pay and flexibility they want.

“People are trying to land before the next downturn,” he says.

Luis Caballero, one of Mr. Rosenberg’s clients, says he’s relieved to be starting a new position as a marketing executive next month.

He left a large company in late 2020 with a big enough severance package to support his family for two years, by his estimate, and initially wasn’t in a hurry to find his next long-term fit. Why would he have been?

“Companies were desperate for senior leadership,” says Mr. Caballero of the record numbers of workers who have quit or switched jobs over the past 12 months. “Several friends of mine were writing their own ticket.”

Mr. Caballero, 50, took what he describes as a short-lived “rebound” job last year but quit in February. Searching anew, he says the market“was not the gold mine I had heard about.” Many high-level roles paid less or had heavier workloads than he anticipated.

Mr. Caballero says he accepted an offer that met his expectations—with one major compromise. He’ll drive 10 hours round-trip from his home in Arizona to an office in California, staying over a night or two, to satisfy a requirement to work in person a couple of days a week.

Taking a new job can be risky in the event of a downturn. Some businesses take a last-in-first-out approach to downsizing. As the pandemic fades, companies that grew quickly when people were mostly homebound could cut back as life normalizes. Peloton, Netflix and Carvana already have laid off staff this year.

“If I’m a job seeker these days and I’m smart, I’m considering the business: Is it a business that just developed because of Covid?” says Stacie Haller, a career counsellor at ResumeBuilder.com.

For now, though, the labour market still favours workers, especially in certain industries, she says.

Competition for talent remains intense in biotechnology, with candidates often able to pick among several offers, according to Jean Sabatini, head of staffing at Tango Therapeutics in Cambridge, Mass.

Tech workers, too, enjoy considerable bargaining power, though some have been humbled by the sector’s volatile stock-market performance and shrinking venture-capital pool in recent months, says Allan Jones, founder of an HR software startup in Los Angeles.

The hiring dynamic for most of the past two years has been “bonkers,” he says; prospects frequently Zoomed into job interviews with a confidence bordering on arrogance and scoffed when told that Mr. Jones’s company, Bambee, is office-centric.

Lately, the conversations have changed.

If the pandemic changed the way people view their jobs, it may have also ushered in a new challenge for managers: how to keep reshaping work for years to come.

The desire for flexibility and a rethinking of workers’ relationships with their employers are likely to remain well into the future, putting pressure on employers to respond, says TS Anil, global chief executive of Monzo Bank. The online bank based in London officially launched U.S. operations earlier this year; it employs more than 2,500 people globally. Monzo doesn’t have physical banks but instead is based on a digital app that consolidates a user’s financial information and has tools like bots that can direct money into certain categories–say, saving for a future home.

Born in India, Mr. Anil has worked around the world at companies including Standard Chartered, Citigroup and Capital One. He was global head of payment products and platforms at Visa before joining Monzo in 2020.

He says he has spent much time in recent months considering where work is headed and how the financial-technology company’s own workplace policies should evolve. Monzo this year rolled out a three-month paid-sabbatical program for staffers who have been at the company four years or more. Such efforts reflect a desire to find ways to better support employees, Mr. Anil says.

The company is also aiming to stay ahead of changes in the ways consumers manage their finances while competing with its larger bank rivals. Mr. Anil spoke with The Wall Street Journal about what he’s focused on next.

The job market right now is tight–workers have more leverage, and employers have responded. Five years from now, will employees have as much power as they do today?

What has continued to change slowly over the last several years—but then Covid quite possibly accelerated—is the shift in mindset about what it means to work. People, increasingly, don’t want their jobs to just be about, “I go do this, and I get a paycheck.” People want meaning from their work, people want the ability to work in ways that work around their lives effectively. That shift creates opportunity for companies like us who are leading the way in terms of understanding what employees want and are willing to not be anchored to a historical way of doing things. So, yeah, I don’t think things go back in five years; this is an important cultural shift, and it’s a welcome cultural shift.

What are the new benefits companies will need to offer in the future to get employees to stay?

It’s hard to speculate on specific benefits. At Monzo, we’ve always been about our values. One is this idea that you help everyone belong. And it means we come up with ways that we can institutionalize policy to make everyone get that sense of what works best for them. We announced additional paid leave for colleagues of ours who suffer pregnancy loss, or who are undergoing fertility treatments.This is one of those where it feels like this should have always been offered by companies around the world.

What was it that prompted you to start offering paid sabbaticals?

We’re now going on seven years old, and building a bank—or really any kind of tech company—and scaling it is a marathon not a sprint. And we’re at the stage where enough of our employees have put in a few years of incredibly hard work. As we built it out, it felt like a good time to give people the ability to take a break, recharge, come back with even more energy to continue this marathon that we’re all excited to be on.

What has the response been like—how many people have signed up for a sabbatical?

I don’t have the numbers that add up how many we’ve already done since we’ve announced it, but lots of people have queued it up in terms of what they want to do in a few months, at the end of the year, early next year, and so on. So the response has been amazing.

When you look at banking, what’s the biggest change you expect to see in the industry in the next 10 years?

The biggest thing that I hope we see is making money work for everyone, which means really giving people the tools to make great decisions for themselves, to help them understand and make sense of their money. It’s still amazing and sad how little customers around the world are supported in all decisions related to their money. It’s such a source of anxiety for customers, that I’m hoping that, in the next decade, as an industry, we’ve solved that problem.

Is there a specific shift you foresee in how people will manage their money?

What I aspire to for us is that across all of your financial needs—whether it’s spending, paying, transacting borrowing, saving, investing—all of that happens in a single place. So as an individual trying to make sense of my money, I can see it all in one place; I can visualize it, I can analyze it.

What are the challenges you feel the company will need to overcome to fulfil this vision?

It’s important for us that we continue to evolve our culture for the scale that we’re growing into. That’s probably the single biggest one, to make sure that you preserve the best aspects of your culture—what we internally describe as the golden threads. Keep the golden threads, let go of the stuff that’s not working and keep evolving it. If you can get that right, then you can continue to scale and continue to have impact.

What will your job or industry look like in 2030?

It is making money work: taking the anxiety out of it for [customers] and replacing it with a sense of control and the sense that their money is working. It’s this idea of a single financial control centre—it’s in one place, they get in there, and they understand across the financial needs what the best choices are and they’re able to make them. The fundamental job of CEO is to enable the team to do the best work of their lives, and do it in a context of creating better and better outcomes for customers and for the company as a whole. So the fundamentals don’t change; that will remain the job of the CEO.

OK, five years from now, will people be working in offices more or less than today?

We joke inside the company that, what people talk about as the future of work, we talk about the now of work. Even before Covid-19, we were remote enabled; hybrid work was a reality for us anyway. Technology enables remoteness, but the human need for connection is just as real. The interplay between these two forces, I think, is what the future will be informed by. I’ve never thought of the future as being sort of homogenous, just like the present is not homogenous, right? Even in the same country, in the same company, people have different realities. The future will not be different.

Reprinted by permission of The Wall Street Journal, Copyright 2021 Dow Jones & Company. Inc. All Rights Reserved Worldwide. Original date of publication: May 6, 2022.

The days when selling ESG funds was an easy marketing ploy for fund managers are over.

Investing based on environmental, social and governance criteria has been a hugely popular new market for full-service asset managers struggling to compete with low-fee tracker funds. While this type of ethical investing can genuinely mean different things to different people, scrutiny of the environmental part of the claims is rising.

On Wednesday, Asoka Woehrmann, chief executive of DWS, Deutsche Bank’s minority-listed asset-management subsidiary, said he would resign after its coming annual general meeting. The news came the day after German authorities raided the offices of both companies amid allegations that DWS made misleading claims about ESG funds. The U.S. Securities and Exchange Commission and federal prosecutors also have ongoing probes.

ESG investing has been a boon for the industry. Fund managers have often promised investors higher returns while doing good with their money. However, ESG is a slippery concept, without widely accepted definitions, criteria and metrics. Infamously, a single company’s ESG rating can vary widely between credible credit-rating firms.

That variance isn’t unreasonable. There are many ways to combine the three criteria into one score, and for any single one there can be honest disagreement about what good or bad actually looks like. For example, some might rank Shell highly on “E” because it has a plan to decarbonize its business, or poorly because it sells oil and plans to sell natural gas for years.

However, the scope for variance in environmental ratings is starting to narrow. European officials have set new rules for different categories of sustainable investments and are working on definitions of what is and isn’t green. The SEC is also working on its own set of rules. While the standards increase the compliance burden on fund managers, they should also help ensure investors are getting what they were promised, rather than just a lot of hot air.

Concerns about greenwashing—in which reality falls short of green claims—are widespread and recent events are only fanning the flames. The SEC recently fined Bank of New York Mellon $1.5 million for misleading claims about ESG funds. DWS reported far lower “ESG assets” in its most recent annual report than “ESG integrated” assets in the prior year. A whistleblower alleged last year that its disclosure was misleading. It will now be up to a new boss to draw a thicker line under the affair.

A speech last month entitled “Why investors need not worry about climate risk” from the head of responsible investment at HSBC’s Asset Management arm, in which he argued that the financial effects of climate change would be “de minimis,” only reinforced concerns that inside thinking often doesn’t match the marketing. The bank’s executives were quick to distance themselves from the now-suspended employee’s comments.

The continuing fallout at DWS is a warning to other asset managers to stand up or scale back green claims. More broadly, the tighter rules around what qualifies as environmentally friendly, even as social and governance criteria remain less well-defined, could mean it is time to take the “E” out of ESG investing—if not retire the grouping altogether. It never helped investors, and now it isn’t much use for fund managers either.

Reprinted by permission of The Wall Street Journal, Copyright 2021 Dow Jones & Company. Inc. All Rights Reserved Worldwide. Original date of publication: June 1, 2022.