Elon, DOGE, and the Remote Work Myth

‘Tis the season for change – or so they say. As the year winds down, our legislative representatives are back at it again, patting themselves on the back while kicking the budgetary can down the road with yet another continuing resolution, this time through March 14.

Amidst all the political turmoil that comes with an administration change is the announcement of a new agency: the “Department of Government Efficiency” (DOGE) – a cheeky nod to the meme cryptocurrency. This group, headed by Elon Musk and Vivek Ramaswamy, aims to reduce regulations and slash government spending by as much as $500 billion a year.

One of DOGE’s headline-grabbing priorities is telecommuting and return-to-office (RTO) plans. Musk himself has recommended requiring federal employees to come to the office five days a week – in part to bring about a reduction in the federal workforce. This aligns with his record of barring remote work when he purchased Twitter, and when he mandated Tesla and SpaceX employees to spend a minimum of 40 hours in the office each week. Many economists, political commentators, and those in the legislature have been quick to join in on the telecommute bashing.

The problem is, they’re all dead wrong about remote work.

While we all want to see tax dollars spent wisely (and there are certainly regulations and projects worth cutting), eliminating telecommute options for the federal workforce – and organizations in general – is shortsighted.

Study after study confirms that employees who work from home – whether part-time or full-time – are more productive, more satisfied with their jobs, and more likely to stay than their full-time, in-office counterparts. It’s not hard to see why: fewer office distractions, the ability to set up their workspace the way they like, and skipping the commute all add up to happier, more focused employees.

Another overlooked benefit of remote work is the ability to leverage locality pay. Let’s face it – hiring an employee in San Francisco comes with a significantly higher price tag than hiring someone with the same qualifications in Louisiana. Remote work allows organizations to tap into a broader talent pool while aligning salaries with regional cost-of-living standards. This is especially true for the federal government, who just published their 2025 salary schedule: A GS-12 employee in the San Francisco bay area earns $110,788, while the same GS-12 employee in a lower cost of living region makes $88,621 ($22k lower).

This isn’t about underpaying our staff – it’s about smart budgeting.

By hiring remotely, companies can attract top talent from across the country without being locked into the higher cost-of-living urban centers. And let’s not forget: the savings on office space and overhead shouldn’t be overlooked, they can actually be game changers. The US government could even see a bump in their revenue if they sold off some of those underutilized office (costing them $2 billion a year to operate and maintain).

We’re focusing on the wrong thing here – rather than criticize the remote workers who are slacking off, why aren’t we asking tougher questions about the managers or agencies that fail to hold these employees accountable?

Remote work doesn’t absolve leaders of their responsibilities – if anything, it amplifies the need for strong management.

If there’s no accountability for remote workers, why assume it will suddenly appear just because they’re in the office? A disengaged employee in a remote setting is likely to be just as disengaged in the office, only now they’re burning gas to get there.

As I wrote in my book It’s Not the Tech: Leadership Lessons from the I.T. Field, remote work is a great option for the right people who can bring their talents and experience to benefit your organization. Any staff who abuse the benefits of teleworking (by starting late, leaving early, being ineffective with their tasks, or even just not working at all) should be dealt with swiftly.

Instead of scrapping remote work, let’s focus on fixing the root of the problem: accountability and leadership.

If you like what you’re reading and want to explore these topics further, I’d love to connect! Whether it’s for speaking engagements, workshops, or teaching opportunities, reach out – I’m passionate about all things leadership and technology. Click here to get in touch.

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