Nearly half of remote and hybrid government employees say team performance has improved over the past two years

Eagle Hill Consulting research finds government employees feel trusted to get the job done, but face more pressure to perform well

ARLINGTON, Va., August 11, 2022 /PRNewswire/ — As the pandemic has placed immense pressure on government workers to deliver public services, new research reveals that working from home has improved team performance. Forty-six percent of government employees who telecommute — whether fully remote or hybrid — say their team’s performance has improved over the past two years. According to new research from Eagle Hill Consulting, only 35% of in-person government employees say their team’s performance has improved over the period.

And as the trend toward remote working continues among federal, state, and local governments, more than half of the government workforce reports working from home, either in an all-remote (26%) or hybrid environment ( 24%). Significantly more young workers in government report working entirely remotely (34%) compared to mid-career workers (24%) and older workers (11%). Those who work in person are much more likely to be older workers (70%).

Conclusions are based on Eagle Hill Performance Management and Feedback Survey 2022conducted by Ipsos from May 10-12, 2022. The nationally representative survey included 1,001 adults in the United States ages 18 and older who are employed full-time or part-time, including those who work for a government agency. The survey asked respondents about aspects of performance management and feedback.

The survey revealed good news when it comes to trust. Even though employees are no longer attached to a traditional workplace, almost all government employees (92%) believe their manager trusts them to get the job done. This high level of trust is consistent across various work environments: remote at 93%, hybrid at 87%, and in-person at 93%.

But since the start of the pandemic, most government employees report feeling more pressure to perform well (64%) and prove their worth (63%).

“The pandemic has transformed the government workforce, accelerating what employees have long wanted: more flexibility,” says Melissa Jezior, President and CEO of Eagle Hill Consulting. “Our research is a clear signal that flexible work environments – both fully remote and hybrid approaches – can deliver performance results. And by providing government employees with more flexibility, government employers can have better results when it comes to attracting and retaining workers at a time when public employers are really struggling to compete with the private sector.”

“While government employees have felt more pressure to deliver public services, workers feel more supported by their supervisors over the past two years. The challenge ahead for government employers will be to maintain the positives that emerged during the pandemic while finding new ways to best manage employee performance as the future of work continues to evolve,” Jezior explained.

The investigation also revealed:

  • When it comes to individual performanceabout half of public servants (47%) say their individual performance has improved, slightly higher for remote (49%) and hybrid (50%) employees.
  • Most government employees (82%) have a clear understanding of the next steps in their career path.
  • Since the pandemic, most public servants (75%) have felt more committed to quality outcomes (Tab 51) and more supported by their supervisor (70%).
  • Asked what they need to succeedcivil servants say it is training and development (44%), clarity on expectations and objectives (35%), clear instructions from their team leaders (33%), more forums to gather feedback (27%) and more forums to chat with teammates (25%).
  • Government workers say best team performance challenges are clear goals and metrics (37%), sharing information within the team (35%), defining new ways of working together (32%), innovation and idea generation (27%) and fair career opportunities (24%).
  • Government workers say individual performance challenges include maintaining personal motivation (41%), managing increased workloads (38%), getting constructive feedback (29%), and finding time for work/strategic thinking (25%) .
  • Government workers say the skills their manager needs to improve the work of teams include empathy and understanding of unique employee needs (39%), clarity of team expectations for success (39%), ability to engage with the team regardless of where they work (34%), new technologies and tools to help build relationships within the team (32%) and provide employees with a better understanding of their role in the goals of the organization (32%).
  • About half (46%) of civil servants feel motivated in performance discussions with their manager, and only 19% feel surprised.

Eagle Hill Consulting LLC is a woman-owned company that provides unconventional management consulting services in the areas of strategy and performance, talent and change. The company’s expertise in providing innovative solutions to unique challenges spans the private, public and not-for-profit sectors. A leading authority on employee sentiment, Eagle Hill is headquartered in the washington d.c. metropolitan area, with employees across the United States and offices in Boston and Seattle. More information is available at

SOURCEEagle Hill Consulting

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