End of Remote Work: Guide for Texas SMBs

The Trump Administration’s Executive Order mandating return-to-office for remote workers is affecting hundreds of thousands of federal workers nationwide. A similar Texas remote work policy from Gov. Greg Abbott ends telework for thousands of government workers and mandates state employees work in office as well.

Against this backdrop, many small and medium-sized businesses (SMBs) are revisiting their policies and considering how to effectively manage the transition from remote work in Texas..

The Executive Order Explained

The federal E.O. required agencies to submit their employee transition strategy by March or April 2025, with implementation to be completed by September 30. Some agencies have already started requiring in-office work.

On the state level, the deadline is March 31, 2025. A survey of departments presented to the Texas Senate Finance Committee revealed that more than 95% of executive and judicial agencies  (92 of 96) currently have remote workers.

Implications for Texas SMBs

While private businesses are not directly affected by these orders, the landscape is shifting. As government workers, contractors, and large corporations begin to demand in-office work, smaller businesses may feel pressure to follow suit. Employers in Texas, an at-will employment state, can adjust work policies such as hours or location as long as they comply with labor laws and any contractual agreements.

However, the transition strategy poses significant challenges. Employees accustomed to remote work may resist the change, potentially leading to turnover and difficulties in attracting new talent.

Strategies for Transitioning Back to the Office

If your SMB decides to transition from remote work in Texas, your employee transition strategy should support your employees through this change, addressing common concerns and any resistance:

1. Communicate Effectively: Be transparent about why you are requiring in-office work and how you plan to implement your strategy.
2. Clarify Expectations: Be direct about hours, location, and performance standards.
3. Have Realistic Deadlines: Allow employees time to adjust schedules, arrange for child care, or handle other disruptions.
4. Take a Phased Approach: Consider requiring a return to work in phases or offering partial remote work options during a transition period.
5. Support Your Employees: Understand hardships that arise from this transition and be flexible where possible.
6. Be Consistent: Apply your policies consistently across your workforce.

Maintaining Productivity and Morale

The transition from remote to in-office work can significantly disrupt your employees' daily routines and overall work-life balance. It's crucial to not only manage this shift carefully but also to actively work to maintain and even boost productivity and morale during this period.

As workers return to the office, it’s essential to ensure that their time is not just filled, but spent engaging in meaningful and productive tasks. Simply bringing employees back to sit at desks and attend virtual meetings will not suffice and is unlikely to motivate them. Instead, focus on enhancing their office experience:

1. Enhance the Office Environment: Create a workspace that encourages productivity. This means comfortable, well-equipped workstations and access to collaborative spaces that facilitate face-to-face interaction and teamwork.
2. Offer In-Office Perks: While perks like free lunches, coffee, or relaxation areas are common, their impact can be transient. To truly motivate employees, these perks should be part of a broader strategy to make the office a more desirable place to be than home. This could include flexible workspace options, wellness programs, and regular social events.
3. Foster a Team-Oriented Culture: The value of in-person work often lies in spontaneous interactions and the camaraderie that can develop between team members. Foster this by organizing regular team-building activities, collaborative projects, and in-person brainstorming sessions. These initiatives can help rebuild the interpersonal relationships that might have weakened during remote work.
4. Communicate Openly and Often: Maintain an open line of communication with all employees. Regular updates about business operations and changes, along with open forums for feedback, can help employees feel valued and involved.
5. Recognize and Reward Efforts: As employees adjust to the new normal, recognizing their efforts to adapt can go a long way in maintaining morale. Implement recognition programs that highlight both team and individual achievements in adapting to office work.
6. Support Work-Life Balance: Transitioning back to the office might be challenging for those who have adapted to the flexibility of working from home. Consider offering flexible scheduling or continued partial remote work where possible to ease this transition.

By implementing these strategies, you can help ensure that the return to the office is productive and enriching, making the physical workspace a dynamic and engaging environment that supports both individual and collective growth.

Managing Your SMB Remote to Office Transition

Managing the end of remote work effectively for Texas SMBs will be key to rebuilding your workforce into a cohesive, highly productive team. Affiliated HR and Payroll offers personalized advice, support, and resources to help you manage the transition more effectively.

Need help transitioning your workforce? Contact Affiliated HR & Payroll for expert guidance.