Is Telework Best for Government and Business?

In my reading this week I see that Governor, Gavin Newsom, is requesting as of July 1, 2026, that all state workers return to the office for a four-day in person work week.  This request was made in 2024 and postponed until now. This is a move from the requirement to be in the office two days a week. 

Many public employees are fighting to stop the Governor’s request with little time to spare. Dozens of them showed up at the Senate hearing on Wednesday to support a bill that would strengthen telework standards for state agencies, and workers hope will result in more flexibility than Newsom will allow.  

The Senate’s committee on labor, public employment, and retirement advanced the proposal in a 4-1 vote. The measure itself would not stop the governor’s July 1 mandate, which the Governor argues would increase accountability, revitalize downtown Sacramento, and improve government services.

Instead, the bill would enable agencies to shape their own policies. Citing a 2024 state audit, Assemblymember Alex Lee, the bill’s author, said that allowing state workers to work remotely would save the state money, reduce pollution, and boost productivity and employee morale. Okay, that addresses only one side of the situation; employee comfort and benefit.  

Telework for employees is not always in the best interest of the business, for teamwork, team discussions, team building, or for the customer.  I know that when it comes to dealing with the government, it is hard enough to navigate the answering system to speak with an individual, let alone go to the agency to meet with someone in person.   

When you work for the government, you work for the taxpayers.  In that, there should be an expectation to be present, available, and ready to serve the taxpayer in your role.  Yes, some of that can be accomplished remotely and in-person.  This obviously is all part of a larger conversation many want to have, and need to have, on overall government efficiency.

In the end for me it is all about balance.  Workers need to consider the cost to the agency and the public when pushing to stay remote.  The agency needs to consider the employees and what needs office time and what can be done remotely. In the end, working for the government is a choice and if things are not working in your favor, consider what other jobs are right for you, and pursue them.  

When it comes to leadership, managing a team remotely has its challenges and the need to create systems of accountability to ensure individual engagement and connection to companywide goals needs to happen.  Also, telework is not for everyone and some employees do better when in person verses being on their own.  These dynamics also create more work for the leader in making decisions that honor the business needs while establishing a workplace culture that may or may not honor employee remote work locations. 

In the end for me, it is up to each leader to know their business, elevate customer needs, and take care of the people making it happen every day.  In that mix, is remote work possible?  Now, that is a discussion worth having with the goal of evaluating all factors on the table.  For most businesses, it is not a simple yes or no.   Ask employees, gather customer feedback, and consider all your costs.  In the end, make the best decision and explain your thoughts to maintain trust in the pursuit of heathy leadership and a great workplace culture.