{"id":25180,"date":"2021-07-22T12:20:48","date_gmt":"2021-07-22T16:20:48","guid":{"rendered":"https:\/\/ourpublicservice.org\/?p=25180"},"modified":"2021-07-22T13:10:51","modified_gmt":"2021-07-22T17:10:51","slug":"the-federal-governments-new-value-proposition-the-future-of-work","status":"publish","type":"post","link":"https:\/\/ourpublicservice.org\/blog\/the-federal-governments-new-value-proposition-the-future-of-work\/","title":{"rendered":"The federal government\u2019s new value proposition: the future of work"},"content":{"rendered":"\n

The COVID-19 pandemic proved that federal agencies needed to quickly reduce bureaucratic red tape and streamline processes if they were to fulfill their missions. <\/p>\n\n\n\n

For the most part, they did. The federal workforce was resilient and quickly adapted to working remotely while staying mission-focused and solving important problems. Many of these civil servants played a critical role in helping our country respond to the crisis and develop a vaccine in record time.<\/p>\n\n\n\n

The pandemic also provided agency leaders with important lessons about engaging their employees, even as most of them began working remotely. Going forward, these lessons can help agencies recruit and retain the next generation of public servants to tackle 21st-century challenges.<\/p>\n\n\n\n

Federal agencies compete with the private sector for talent\u2014and they should endeavor to meet or exceed employee engagement levels seen in the best companies.<\/p>\n\n\n\n

Overall, the government-wide employee engagement score was 69 out of 100, while the private sector registered a 77, according to the 2020 Best Places to Work in the Federal Government\u00ae rankings<\/a>. Clearly, federal employee engagement has room to grow.<\/p>\n\n\n\n

A key will be solidifying the innovations put in place during the pandemic. When federal agencies provided work-from-home technology and authorized flexible work schedules, they adapted to employee concerns and demonstrated an ability to improve employee engagement.<\/p>\n\n\n\n

While remote work can have some disadvantages\u2014decreased work-life balance, lack of real-time collaboration and isolated work environments\u2014federal employees were very satisfied overall with how their agencies supported them during the pandemic, as shown in the Best Places to Work\u2019s new COVID category<\/a> rankings.<\/p>\n\n\n\n

This new hybrid environment can be a core part of the government\u2019s value proposition for bringing more young people into the federal workforce, where only 7% of current full-time employees are under the age of 30.<\/p>\n\n\n\n

Private sector organizations are considering a range of options to bring back their employees, from a full return to in-person work to remaining virtual indefinitely. Federal agencies are similarly equipped to offer what new professionals seek: hybrid environments, flexible work schedules and improved technologies that strengthen the employee experience.<\/p>\n\n\n\n

That\u2019s why, going forward, federal leaders should:<\/p>\n\n\n\n