4 Things Remote Work Can Reveal About Your Leadership Style

Milos Eric is the General Manager and Co-Founder of OysterLink, a restaurant and hospitality job platform.

During the global Covid-19 health crisis, the shift to online and remote work—and debates about its viability—were unavoidable. Now, years later, conflicting opinions of this model remain. Employees prefer remote work for the flexibility it provides, while employers worry about productivity without in-person oversight (as well as the real estate problems that come with empty office space).

Plenty of research has shown that employees still perform well, or even better, being away from their bosses’ eyes. But what has remote work taught us about leadership and management styles? Here are four things that this work model reveals about overseeing teams away from the office.

1. Remote work highlights how you communicate with colleagues.

With only online work management tools at your disposal, communication is much more crucial. While it can be hard to navigate without physical or social cues, remote work doesn’t actually change how you communicate. It reveals whether you share your messages clearly, respond effectively (and quickly) and read between the lines easily.

As a leader, when you respond to messages late or not at all, your reliability suffers. It’s the same when your messages are unclear or disorganized; even a typo is enough to distract people from what you’re trying to say. On the other hand, overcommunicating can make you seem overbearing and prone to micromanagement.

The key to communicating remotely is practicing emotional intelligence and utilizing the right tools. Because distinguishing tone can be challenging when merely reading a chat, try to be more considerate when talking to your team. A simple “Thanks” may be fine, but saying “I appreciate your help” can make your team members feel more valued. This, paired with knowing which tools to use for particular situations—like a video call for important discussions and direct messages for nonurgent matters—shows more dynamic and proactive communication.

2. Remote work shows your capability to adapt and integrate.

Remote work can feel like being stuck on an island with limited resources. For the most part, you’re on your own, and you have to learn how to adapt. As a leader, what worked for managing in-office teams won’t apply to a virtual working environment. So, you must be flexible and ready for any changes. For instance, if you see your team is struggling to keep up with multiple, task-specific programs, why not look into more comprehensive tools?

With technology and workplaces evolving daily, how quickly you adapt determines your company’s survival. When you learn to avoid resisting change, you regain control.

3. Remote work exposes your poor managerial behaviors.

Two negative management styles have become more pervasive through virtual work environments: disconnected leadership and micromanagement. Leaders either barely manage their staff or become overly controlling. If you aren’t engaged with your team, you aren’t listening to them or providing enough support. While wanting to know what your employees are up to is understandable, it becomes harmful once it borders on obsession. With either style, you damage your employees’ morale and lessen their productivity.

With remote work, a greater level of trust is necessary for your team to operate successfully. As the one who manages them, you should know their strengths and weaknesses well. So, instead of imposing, allow them to navigate their own approach to working away from the office. You might be surprised at how well they do when you’re not breathing over them.

4. Remote work underscores how you care for your employees.

No matter where your employees are, you’re responsible for them. It matters how you reach out to them and think about what they do. Research has consistently shown that managers who lead with empathy positively impact the workplace by improving overall performance and productivity.

With remote work, empathetic leadership requires a deeper sense of care and knowing where and when to help. For example, if an employee’s online status goes into “Away” mode for some time, don’t immediately reprimand them. Wait a few minutes to see if it changes back to “Available.” If not, ask whether they’re working on something or need to take a break. It’s always better to approach potential issues with kindness rather than making assumptions.

Trust And Teamwork Go A Long Way

Remote work has become an essential part of the work culture. It has its limitations, but there’s no denying that this model provides more benefits to workers and managers alike. The beauty of remote work is that it encourages people to lean on each other and work together. By promoting trust and teamwork, you can nurture your employees and solidify your leadership. Remote work is worth getting right if it means having happy, independent employees who don’t feel boxed in—literally and figuratively.

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