Return to Work Mandate (RTW)
On January 20, 2025, The White House issued an executive order requiring all department and agency heads in the executive branches of government to terminate remote work arrangements and require employees to return to work in-person at their respective duty stations on a full-time basis. Department and agency heads have some level of discretion when it comes to exemptions, so the situation is very much in a state of flux.
Unlike our friends in the commercial arena, those of us in the govcon space may not have much influence over the decision to return to in-person work. While there are many who will see the benefit of this mandate, it will likely not be the employees facing this shift. The biggest obstacle will be convincing those who are successfully working remotely of the benefits of this cultural change.
Employees have had an unprecedented opportunity to build a new lifestyle with a focus on economically beneficial choices. Employees are no longer bound to living in high-cost areas. The impact of these choices extends beyond the cost of housing and includes the cost of things such as: transportation, car maintenance, maintaining a professional wardrobe (even in a business-casual environment) and food. With a good internet connection, employees can work anywhere.
The new office culture is built upon different principles. The workplace does not serve as the cultural center for productivity it once did. What was once leadership driven has become more employee-centric. Companies recognize that a happy workforce is a productive workforce. Employee engagement, collaboration and work-life balance now take center stage. When it comes to defining company culture, hybrid work and remote work are essential. According to Gallup, 93% of all employees in remote-capable jobs prefer to work remotely at least some of their workweek. Employees cite work-life balance, reduced burn-out, efficiency and freedom as advantages.
Childcare is another impediment for working parents who must now return to the office. Finding quality, affordable, reliable and licensed daycare continues to be a struggle in a post-pandemic world. In a recent Washington Post article, nearly 1 in 3 U.S. workers has a child under 18, making parents a crucial part of the labor force. Workplace flexibility plays a large role in whether parents are able to stay employed.
So, how do we combat these concerns and maintain employee culture, work-life balance, and retention through another culture shift? The first step is to start a dialogue. Talk with your clients about their expectations, level of flexibility on a transition timeline, and tolerance for a hybrid schedule. Talk to your employees about their needs, limitations, and the potential impact to their lifestyle. Identify and communicate the positives about the changes as they relate to your particular company culture. Be open to considering all possibilities such as 4-day work weeks, collaborative workspaces, flexible schedules, covering a portion of increased expenses from transportation to childcare, and investments in social areas and comfortable workspaces. The key is to be transparent in your intent and to value employee input while also communicating a solid plan to your clients.
If you need help developing a smooth return to office in person plan, please contact us. BOOST HR Consultants can assist in determining an effective strategy and make sure you’ve covered all your bases.
