Yes, it mentions fully remote people with the hopes to get them to switch off fully remote. But the meat, as it were, is in the reminder to everyone else that absence factors into performance reviews. That is, they don't measure you by OKRs, but by attendance. (I can see an argument that it is "in addition to OKRs," but that doesn't change my challenge here. If those work, why have attendance?)
I'm reminded of the scene, "I am altering the deal, pray I don't alter it any further."
And again, I'm actually not fully pro-remote. But this is a bed they made.
This example is funny because tying school performance to standardized test scores has been a disaster that makes overall schooling less effective in favor of "teach the test".
More numeric performance metrics would have people work the metrics, not do the work effectively. IE back when programmers were measured by LOC, so they wrote senselessly verbose code to play the metric.
These policies both have costs (financial, talent-wise, administratively depending on what state/country you are in, etc.), and while it sounds ideal, it's not always a good idea to let an employee "do whatever they want". That's a less talked about way on how you cause office clashes. Sometimes the best way to settle those disputes before they start is to lay a foot down say "we are doing X", and inevitably let those who feel strongly walk.
Ideally while clearly explaining your rationale. Because you're communicating with fellow adults, not wrangling kids into a playpen.
That's the part companies forget, and reading fake platitudes or empty statemes like this memo don't make me feel confident either way, regardless on how I feel about remote vs. office.
No, if your rationale is "we are still paying for this building and must use it", just say it. If it's "we don't need an office anymore and it's saved costs", say that.
That said, I'm also not convinced remote is amazing. I do wish they would move to more performance oriented metrics on who they are allowing to work from where. This is akin to having school focus on attendance instead of test scoring. If you just want people in the office, surely you have a reason for that.
This is especially true for a company that famously lauds OKRs. If they work as well as we've been assured that they do over the years, make that your push. Don't focus on "percent in the office X days a week."