To beat China, Washington needs facts, not myths, about telework

As the incoming Trump administration prepares to confront China’s growing global influence, it is imperative to base strategies on accurate assessments of domestic capabilities.

Recent narratives, such as those propagated by conservative commentator Charlie Kirk, suggest that a vast majority of federal employees are teleworking and doing as little work as possible, thereby undermining government efficiency. These assertions not only misrepresent the reality of federal telework, but they also risk weakening our nation’s position in its strategic competition with China.

Kirk’s that federal employees are overwhelmingly teleworking — and that this practice represents a “looting operation” at the taxpayers’ expense — is a double-falsehood, emblematic of a broader misunderstanding about the realities of remote work in government.

Kirk’s assertion, shared widely on X, falsely suggests that 85 percent of federal workers work from home and report to an office only once a month. When one of his followers posted “I read this as 85 percent of the federal workforce is completely unnecessary and needs to be terminated immediately,” Kirk responded “Sounds like an efficient take.”

This matches the sentiments of former presidential candidate and co-chair of the Department of Government Efficiency Vivek Ramaswamy, who said that one idea to cut federal bureaucracy is to force workers out of remote work and back to the office.

Yet recent data from the nonpartisan Congressional Budget Office dismantles these misconceptions, painting a far different picture. By the end of 2022, only 22 percent of federal employees typically teleworked, according to the CBO report. This figure is notably lower than the 25 percent of private-sector employees who worked remotely during the same period.

The data directly contradict the notion that federal employees have adopted telework practices at a greater rate than their private-sector peers. Acting Director of the Office of Personnel Management Rob Shriver has emphasized this disparity, adding that 54 percent of federal workers do not telework at all. In comparison, more than half of the broader workforce — 58 percent, according to a McKinsey study — reported working remotely at least one day per week in 2022.

These misconceptions persist despite clear data showing that federal telework levels are consistent with or even lag behind private-sector trends when examined across regions and occupations. In urban areas such as Washington, D.C., telework adoption rates are somewhat lower for federal workers, at 38 percent, than for private-sector workers, at 40 percent. 

Occupation-specific data further dismantles the stereotype of government workers as outliers in telework adoption. For instance, in computer and mathematical professions, 56 percent of private-sector employees telework, compared to just 37 percent of federal employees. This finding underscores that private-sector employers, not federal agencies, have embraced telework more aggressively, particularly in high-demand fields.

Critics such as Kirk also fail to acknowledge the significant productivity and financial benefits that telework provides to the federal government and its taxpayers.

The Department of Education, even though it is on the chopping block for the new Trump administration, offers a compelling case study, according to the CBO’s research. Between 2019 and 2022, the department achieved remarkable output increases alongside cost savings due to remote work. Grant issuance surged from $46 billion to $70 billion. The resolution of civil rights complaints jumped to nearly 17,000 cases, and $13 billion in student loans were forgiven.

Even if you don’t like what this agency does, you have to admire that it saved approximately $9 million annually on office-space costs while accomplishing more. This highlights the efficiency of telework arrangements, demonstrating that federal employees working remotely can deliver higher-quality results while reducing operational costs.

In the context of strategic competition with China, maintaining a robust and efficient federal workforce is crucial. China has been investing heavily in technology and infrastructure to bolster its global standing. To effectively counter these advancements, the U.S. must leverage all available resources, including the flexibility and resilience offered by telework. Embracing telework can attract top talent, particularly in critical sectors such as cybersecurity, data analysis and international relations, where expertise is essential to outmaneuver Chinese initiatives.

Moreover, telework aligns with conservative principles of fiscal responsibility and efficiency. By reducing the need for physical office space, telework can lead to substantial cost savings, allowing for the reallocation of resources to areas that directly enhance national security and competitiveness. This approach not only strengthens the government’s operational capacity but also demonstrates a commitment to prudent stewardship of taxpayer funds.

Despite these tangible benefits, skepticism surrounding federal telework persists in Congress. A House Oversight Committee hearing revealed how entrenched these misconceptions are among House members.

Some expressed open disbelief when presented with the CBO’s findings. Rep. Glenn Grothman (R-Wisc.) seemed particularly taken aback by the revelation that federal employees returned to in-person work more quickly than private-sector workers following pandemic lockdowns. His incredulity reflects a broader lack of understanding about telework adoption trends. Representative Jared Moskowitz (D-Fla.), armed with CBO data, underscored the irony, jokingly suggesting that if his colleagues were so critical of telework that they might consider denouncing the private sector for embracing it at higher rates than the federal government.

Critics also overlook remote work’s role as a valuable recruitment and retention tool in a competitive labor market. The CBO found that many employees are willing to accept lower pay in exchange for remote work flexibility, a trend that aligns with findings from other workforce studies. Employees, on average, are willing to forgo about 8 percent of their salary to telework part-time, according to the CBO. 

Beyond recruitment and retention, telework has been shown to improve work-life balance and boost employee satisfaction, without compromising productivity. Surveys such as the Federal Employee Viewpoint Survey reveal that more than 84 percent of respondents believe their teams deliver high-quality work and meet customer needs under telework arrangements. These findings align with broader research from the White House Office of Personnel Management, which has documented improvements in performance management, productivity, and employee well-being in agencies that have embraced remote work. Such benefits are not only critical for workforce morale but also essential for maintaining high levels of public service.

The incoming administration must recognize that perpetuating misconceptions about federal telework undermines efforts to build a formidable defense against China’s strategic maneuvers. By acknowledging the proven benefits of telework and integrating it into a comprehensive strategy, the new administration could enhance the federal workforce’s effectiveness, ensure optimal resource utilization, and position the U.S. to successfully navigate the complexities of global competition.

As the Trump administration embarks on its mission to counter China’s influence, it is essential to ground policies in factual assessments of domestic capabilities. Embracing telework as a strategic asset will not only debunk unfounded narratives but also empower the federal workforce to operate with greater efficiency and adaptability, thereby strengthening the nation’s position on the global stage.

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.“