Telework is actually rescuing the federal workforce; its abolition won’t be pretty

Under heavy pressure from Republicans in Congress, and from the Democratic mayor of Washington, the Biden administration has been pressing federal agencies to get their staff back into the office.

But this pressure stands at odds with the just-released annual report by the Office of Personnel Management, based on fiscal 2022 data. The report clearly demonstrates that forcing federal employees to return to the office will dangerously undermine government performance. It will hurt retention, recruitment, engagement and productivity, while raising costs and harming the environment.

The report shows that 52 percent of federal employees were eligible for telework in 2022, and that a staggering 87 percent of those opted for telework. Moreover, federal employees aren’t just open to telework; they’re actively seeking it. That’s because telework offers a level of flexibility and autonomy that traditional office setups struggle to match.

Why do federal agency leaders support telework? The number one reason, cited by 62 percent of federal managers, is that telework serves as a primary tool for attracting talent. The modern federal workforce values flexibility as much as traditional incentives, if not more. A mandated return to the office will exacerbate the struggles experienced by the government in hiring staff.

Telework also has a profound effect on federal employee retention. Employees who engage in telework frequently, defined as anywhere from 100 percent to three days per pay period, show a high intention to stay in their roles, at a rate of 68 percent. This stands in contrast to those who telework less frequently (1 or 2 days per pay period), who exhibit a lower intention to stay (61 percent). The gap widens further when considering those who do not telework at all, with their intention to stay dropping to 53 percent.

These data clearly demonstrate that telework is not just a desirable option, but an essential component in retaining top talent in federal agencies.

Interestingly, for the 13 percent of telework-eligible federal employees who choose to forego telework, the intent to stay matches those who telework frequently, 68 percent. In other words, the key involves giving employees the option to telework. A forced return to office will thus have highly damaging consequences to employee retention.

The same applies to engagement. The Office of Personnel Management report brings to light a significant disparity in engagement levels: 77 percent among frequent teleworkers as, opposed to 59 percent for their non-teleworking counterparts.

The difference illustrates how the option to telework fosters a deeper sense of belonging and investment in one’s work. The small minority of telework-eligible employees choosing not to telework have a level of engagement of 73 percent, just slightly below those who telework frequently. This difference in engagement levels once again highlights the value of employee choice and points to the dangers of a mandated return to the office.

Telework also has a positive effect on productivity and performance. Over 84 percent of employees and managers alike believe that telework improves the quality of work and customer satisfaction. This consensus underscores the fact that telework, far from being a compromise, offers an enhancement to the traditional work model, fostering an environment where employees can thrive and deliver their best.

What explains the improved performance? According to the report, with the flexibility to design their work environments and schedules, employees find themselves less prone to the typical distractions of a conventional office setting. This reduction in distractions has a direct correlation with enhanced focus and efficiency. The autonomy afforded by telework enables employees to manage their time and tasks more effectively, leading to higher-quality outputs.

Performance reviews corroborate this trend, showing a marked improvement in work quality among teleworkers. All of these benefits risk being negated by the Biden administration’s forced return-to-office plan.

OPM also highlights the fiscal benefits of telework. While challenging to quantify precisely, the report estimates at least $150 million in savings across government agencies in 2022. The most commonly reported savings among federal agencies related to transit/commuting costs (46 percent), reduced absences (16 percent), training (14 percent), utilities (15 percent), rent/office space (16 percent), and human capital (12 percent). These benefits would all be flushed down the drain with a forced return to office.

Beyond the immediate fiscal benefits, telework’s role in reducing carbon footprints represents an integral part of its appeal, according to the report. By significantly cutting down on commute times and frequency, telework has a direct effect on greenhouse gas emissions.

The 2022 OPM report shows that telework moved beyond being a temporary solution; it is now an integral part of the federal work culture.

As we move forward, it is imperative for agencies to continue leveraging telework, not just as a response to immediate needs, but as a long-term strategic asset that reshapes the future of work in the federal sector.

And the Biden administration needs to rely on data-driven, unbiased decision-making in evaluating the benefits of telework, instead of giving in to political pressure that would cost taxpayers and harm the federal workforce’s effectiveness.

Gleb Tsipursky serves as the CEO of the hybrid work consultancy Disaster Avoidance Experts and authored the best-seller “Returning to the Office and Leading Hybrid and Remote Teams.“