Tips & Tricks for Managing Remote Workers
The rapid shift to remote work has not only transformed the landscape of leadership but also introduced unique challenges that demand thoughtful management strategies. Leaders have become the lynchpin in determining whether remote workers thrive or face difficulties in this new environment. Before 2020, only 7% of employees did any remote work. In March 2020, that changed dramatically as employment rates plummeted by 15-20%, and 30-40% of workers shifted to remote work, representing most of the jobs that could be done remotely.
Although research had long suggested the potential benefits of remote and hybrid work — such as increased creativity, efficiency, employee retention, and job satisfaction — many academics and employers expressed concerns. Does remote work reduce communication, weaken teamwork, and foster in-office jealousy? Are remote workers more distracted? How do leaders manage workers with less oversight, and what about the technology issues? The pandemic forced these issues from primarily theoretical to practical as remote working became the new normal.
Since the end of the pandemic, increasing numbers of employers have mandated back-to-the-office policies, including major companies like Apple, Microsoft, SpaceX, Amazon, JP Morgan. Although the number of fully remote workers has halved from pandemic highs, the percentage of people working remotely has stabilized around 20-25% in both the US and Canada. About half of these employees are entirely remote, whereas the other half follow a hybrid schedule. Despite this stabilization, the proportion of hybrid workers continue to slowly increase, while exclusively remote workers decrease.
As the dust from the pandemic settles, it’s clear that remote work — whether fully remote or hybrid — is here to stay. An increasing body of research is revealing the long-term impacts of this shift. What are the key benefits and challenges of remote work? How can leaders effectively navigate this evolving landscape? And how can they adapt their leadership styles to best support their remote and hybrid teams?
The Benefits of Remote Work
Flexibility & Work-life Balance
According to research, the greatest perceived benefit of remote work is flexibility. Employees appreciate having more control over when, how, and what they work on. This flexibility, coupled with an improved work-life balance, is one of the most significant advantages reported by remote workers.
Job Satisfaction and Sustainability
Some remote and hybrid workers report higher job satisfaction and productivity compared to their on-site peers, but this largely depends on their leaders’ behaviors. Employees who engage in regular virtual check-ins with their teams and receive consistent feedback from their managers experience increased job satisfaction, which in turn boosts productivity. Conversely, poor communication and a lack of managerial support can lead to feelings of isolation and reduced productivity. Leadership behaviors such as effective planning, delegation, and communication can help prevent disengagement and burnout among remote workers.
Leader takeaway: Leverage the Benefits of Remote Work
As a leader, embracing the flexibility of remote work can be a long-term investment in your employees. Research shows this is the leadership trait most desired by remote employees. By planning effectively, delegating wisely, and maintaining open lines of communication, you can promote employee satisfaction, trust, and work-life balance. Be cautious about micromanaging, disregarding work-life boundaries, or being too restrictive if employees are meeting expectations and delivering results.
The Challenges of Remote Work
Communication, Connections, and Efficiency
The most frequently cited challenge by remote workers is the difficulty of communicating and collaborating with others. A study on Microsoft employees showed that remote work led to more siloed collaboration networks and less communication across different parts of the organization. Asynchronous communication (e.g., emails, instant messages) increased, while synchronous communication (e.g., meetings, video calls) decreased. This shift can be detrimental, as asynchronous communication is better for information exchange, while synchronous communication fosters understanding and relationship-building. A decline in synchronous communication can harm team performance and hinder knowledge transfer.
Leader takeaway: Upskill Team Communications
To overcome communication barriers, consider creating a well-defined communication plan. By prioritizing synchronous communication through video calls or check-ins, you can foster better collaboration within your team. Schedule regular meetings and daily check-ins and encourage a culture of active participation in video calls—a “camera-on” culture.
Employee Dissatisfaction
Remote work can be socially isolating. While in-office work fosters a social environment, remote workers are more prone to feelings of anxiety, depression, loneliness, disengagement, and burnout.
Leader takeaway: Nurture a Communicative Team Culture
To combat social isolation, maintain regular communication with your team. Be responsive and prioritize creating an inclusive environment where remote and in-office workers feel equally valued. Encourage your team to connect with remote employees and focus on communicating the company’s values to help them feel like part of the team.
Technological Difficulties
Another significant challenge is dealing with technology. Reliable technology is essential, encompassing a range of tools such as conferencing software, data access platforms, internal documentation, and hardware. Additionally, employees must be technologically literate in the software and processes utilized by your company to support remote employees.
Leader takeaway: Seek out and Understand Technology
Invest in reliable and innovative collaboration tools beyond the well-known options. For example, consider using Miro for collaborative brainstorming, Notion or Coda for shared documentation and project management, or Krisp to improve audio quality by eliminating background noise during meetings. Ensure employees understand how to effectively use these tools and create documentation or training materials to support their adoption. Foster a culture of mentorship where employees can learn from one another.
Skills Necessary for Remote Workers
What makes a successful remote worker? Research highlights that self-management skills are crucial. Remote employees often cite their ability to work independently, set personal goals, stay organized, and balance work and home priorities as key skills. Experts agree that, for remote work success, strong time management and the ability to maintain rapport virtually are critical. In remote work environments, soft skills — such as communication, emotional intelligence, and adaptability — play an even more significant role in fostering productive relationships. Trust is particularly important in remote work settings. Employees need to trust their leaders and colleagues, just as leaders must trust their remote employees to manage their time and responsibilities effectively.
Leader takeaway: Soft Skills Lead to Solid Results
Leaders should prioritize fostering trust and nurturing essential soft skills within their remote teams. When hiring, actively seek candidates who demonstrate strong self-management abilities, effective communication, and a proven track record of independence. Encourage self-management by setting clear expectations and providing the necessary tools for remote employees to thrive.
Conclusion
As a leader, how are you adapting to the unique challenges of managing remote teams? What strategies can you implement to ensure your remote employees thrive in this new era of work? Among all the factors an organization can offer to promote remote employee success, the most critical is leadership that actively deepens its understanding of remote work. Leaders must continuously adapt to the unique needs and challenges remote workers face to fully harness the benefits while minimizing potential downsides.
