More than 18 months after a federal return-to-office mandate took effect, employee survey data reveals a stark picture: about 76% of federal workers report lower productivity than they experienced working remotely, with morale and work-life balance declining across the workforce.
In a Federal News Network survey of 7,463 self-identified federal employees conducted in May 2026, respondents overwhelmingly described diminished work performance since returning to office full-time in early 2025. Just 3% said they were more productive in the office, while 21% reported unchanged productivity levels.
The findings align with broader employee engagement data. A Gallup survey cited by Government Executive found that the percentage of federal employees classified as “thriving” dropped 10 points between 2024 and 2025, falling from 58% to 48%. Over the same period, the share of federal workers “struggling” climbed from 37% to 47%, and those “suffering” rose from 3% to 5%.
President Donald Trump issued an executive order on his first day in office in January 2025 directing all federal agencies to terminate remote work arrangements and require employees to return in-person full-time, with limited exceptions. Full-time telework and remote work hours across the federal workforce fell by more than 75% between January and October 2025, according to Office of Personnel Management data.
Distractions, Commutes, and Workspace Challenges
Survey respondents cited multiple obstacles to productivity in the office environment. About 57% reported dissatisfaction with their physical workspace, citing noise, inadequate desk space, and equipment shortages. Some described working in supply closets, conference rooms, and hallways rather than permanent workstations, with one respondent noting colleagues constantly interrupting to retrieve supplies.
Commuting emerged as a major strain. Nearly 65% of respondents reported difficult or very difficult commutes, with some spending three to four hours traveling daily. This extended commute time reduced after-hours work capacity and contributed to exhaustion, respondents said.
Work-life balance deteriorated sharply. Nearly 70% said their balance was “much worse” after the return-to-office transition, with another 23% reporting it “somewhat worse.” Only just over 1% said it improved. Respondents described spending hours commuting, returning home late, and having little time for family or personal activities.
Despite being physically on-site, many federal employees found their teams remained distributed. About 56% of respondents said team collaboration had not changed since the return-to-office mandate, while 35% reported it had worsened. Many noted they still held primarily virtual meetings and communicated via email and Microsoft Teams, making the office presence feel counterproductive.
Leadership Support and Employee Morale
When asked about their overall experience returning to the office, 83% of respondents reported negative outcomes. About 53% described it as “very negative” and 30% as “somewhat negative,” while fewer than 7% had positive experiences.
Respondents expressed notably different views of their direct supervisors versus top agency leadership. About 60% agreed or strongly agreed that their direct supervisor supported them through the transition. However, only 23% felt the same about top agency leadership, with many citing hasty decisions, poor communication, and lack of advocacy for employee flexibility.
One respondent captured the sentiment: “Leadership that genuinely supported its workforce would have said so publicly, advocated for flexibility within the mandate and acknowledged the real human costs being borne by real people. Instead, we received all-staff emails about serving the public interest while the workforce actively collapsed around us.”
When asked what would most improve their work experience, 93% of respondents called for a more flexible schedule and fewer days in the office. About 43% cited easier commutes, and roughly one-third selected improved workspace conditions.
Office of Personnel Management Director Scott Kupor argued in January 2026 that in-office presence boosts productivity and collaboration. “Supervising a massive, largely remote federal workforce is not something the federal government is well equipped to do,” he wrote. However, survey respondents suggested the opposite: that mandatory office presence, combined with distributed teams and inadequate workspace, has created the worst of both scenarios—long commutes without meaningful collaboration gains.
Sources
- Federal News Network — July 2026 survey of 7,463 federal employees on return-to-office productivity, morale, commute, workspace, and work-life balance; May 2026 survey announcement
- Government Executive — April 2026 report on Gallup survey data showing decline in “thriving” federal employees from 58% to 48% between 2024 and 2025, and increases in “struggling” and “suffering” categories
- Office of Personnel Management — Data on federal telework hours decline of 75% between January and October 2025; January 2026 blog post by Director Scott Kupor on return-to-office rationale
