Teleworking at central government agencies

Most government agencies estimate that the possibility for their employees to work remotely does not lead to any improvements or deterioration of the agency’s performance, on a general level.

More than one-third of the government agencies state that telework has had a positive effect in some areas. Government agencies report that telework has led to efficiency gains, as it has been conducive to the development of digital ways of working. It has also resulted in more time to focus, less travel and, in some cases more efficient meetings and coordination using digital tools. The few government agencies that report adverse effects on parts of their activities highlight, in particular, negative consequences on social interaction.

Employees also do not feel that telework adversely affects their performance, but that they perform equally well or slightly better when working remotely. Managers with staff responsibility experience some challenges in managing and following up their activities, but not to such a degree to have affected performance thus far.

The possibility to telework has had a positive effect on employees’ perceived job satisfaction and health, including through greater flexibility and more influence on their own work situation. These aspects contribute to government agencies’ employees increased well-being and job satisfaction. Most government agencies report that the opportunity to offer telework has made it easier to recruit and retain staff.

The largest challenges facing government agencies are related to cooperation and social interaction in the workplace. The audit shows that aspects such as social relationships and knowledge exchange among colleagues, induction of new employees and the sense of community within the government agency have been adversely affected for many agencies. Managers’ capacity to fulfil their work environment responsibilities has also been adversely affected in some respects. For example, managers with staff responsibility may find it more difficult to recognise their employees’ needs for support, because spontaneous contacts with employees have declined.

It is the assessment of the Swedish National Audit Office that on the whole, the government agencies have appropriately applied and monitored the opportunity of teleworking. For example, the government agencies have taken various measures to counteract negative consequences of teleworking, such as measures to strengthen the sense of community and leadership. The government agencies have also had sound support from the Swedish Agency for Government Employers on how to design and apply conditions for teleworking. The Government has primarily followed up the consequences of teleworking as an employer policy issue in agency dialogues.

Nevertheless, the Swedish National Audit Office has identified a number of common challenges that risk having adverse effects on government agencies’ performance in the long term. Therefore, there is reason to continue to monitor how telework is applied in central government agencies and the consequences on agencies’ performance and work environment.