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Federal telework improves productivity. Why is Congress so desperate to limit it?

As debates intensify in Congress over whether federal employees should be required to return to the office, a new study sheds light on the potential benefits of allowing public sector workers to continue teleworking.

Alessandra Fenizia and Tom Kirchmaier, researchers from the George Washington University and the London School of Economics, focus on productivity effects of work-from-home arrangements in public sector jobs. The results show that public employees working remotely recorded a 12 percent increase in productivity compared to when they were in the office — a remarkable finding that runs counter to the assumptions underlying current Congressional proposals to force federal employees back into the office.

The pressure for federal workers to return to the office has been mounting. Sens. Mitt Romney (R-Utah) and Joe Manchin (D-W.Va.) have introduced the Back to Work Act, which seeks to limit telework to a maximum of 40 percent of workdays, arguing that taxpayer-funded office space remains underused and federal offices are largely empty. Rep. James Comer (R-Ky.) has sponsored a parallel bill in the House, contending that telework impedes the federal government’s ability to effectively achieve its mission and deliver services. 

The prevailing sentiment is that physical presence ensures better accountability and productivity. However, the study’s findings suggest that these arguments might be more rooted in perception than reality.

The Fenizia and Kirchmeier study, which evaluated detailed administrative data from police staff alternating between home and office settings, indicates that employees working from home managed more cases per day without any increase in errors or loss of quality. These findings held true even when researchers controlled for other variables, such as shift length and nature of tasks, ensuring that the results were not merely artifacts of different work schedules. Moreover, the productivity boost was amplified when tasks were assigned by supervisors rather than through automated systems, suggesting that the structure and management of remote work can play a critical role in maximizing its benefits.

One of the primary reasons for increased productivity was a reduction in workplace distractions. The study found that in the office, employees were more likely to be interrupted by conversations, coffee breaks, and other non-work-related interactions. By contrast, the relative isolation of remote work allowed for sustained focus, contributing to the higher case numbers logged from home.

This challenges a common narrative promoted by some legislators, who argue that employees “working from home” are more likely to slack off without the direct supervision afforded by office settings. The data showed no such shirking — instead, it demonstrated that remote work can enhance efficiency without sacrificing quality.

Another important insight from the study is that the productivity gains remained steady even when employees alternated between office and home environments, suggesting that hybrid work models could offer the best of both worlds. Employees benefited from remote work’s productivity boost, while still maintaining periodic in-office days that can address concerns about team cohesion and collaboration. When the study tested more extreme scenarios —for example, shifting employees to 95 percent remote work — the results showed no additional productivity benefits compared to a hybrid model, reinforcing the idea that balance is important.

The debate around federal telework is not just about productivity, though; it’s also about politics and economics. Legislators like Manchin have linked the return-to-office with economic recovery, arguing that remote work deprives local businesses of the foot traffic they depend on. On the other side, opponents of the return-to-office push argue that the real driver should be the efficiency and effectiveness of government operations, not the economic needs of adjacent coffee shops and delis.

With federal agencies still struggling to fill empty office space post-pandemic, the conversation has also taken on a symbolic dimension: to some, full offices signal a “return to normal,” whereas empty ones are a reminder of a disrupted status quo.

Yet forcing employees back into the office without solid evidence that it will enhance productivity could backfire. The study’s results clearly show that, when properly managed, remote workers not only maintain but can improve productivity, especially in roles that involve individual, non-collaborative tasks.

Additionally, the notion that remote workers are less accountable is debunked by the fact that the study found no reduction in task quality or increase in completion times when employees were working from home. If anything, the data implies that remote work, combined with active management, could reduce operational costs and save taxpayers money by minimizing the need for large, underutilized office spaces.

Instead of rushing to reinstate pre-pandemic office norms, policymakers should consider a more evidence-based approach that recognizes the strengths and limitations of remote work. Hybrid work models, in which employees spend a portion of their time in the office and the remainder at home, may be a more nuanced and effective strategy. This approach would support the productivity benefits identified in the study, while still addressing concerns about the long-term impact on workplace culture and local economies.

In the end, blanket return-to-office mandates may do more harm than good, eroding the gains made in employee satisfaction and productivity during the pandemic. The study’s findings show that telework, when properly structured and managed, can be a valuable tool for the public sector, enabling employees to be more productive, focused, and engaged.

Rather than push for an immediate and strict return to the office, Congress would do better to take a closer look at the data and consider more flexible arrangements that align with the diverse needs of the federal workforce.

Gleb Tsipursky, Ph.D., 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.”

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