Making Remote Working Effective for Managers and Teams

Remote and hybrid working are now well-established parts of working life. For managers, this brings both opportunities and challenges. Without the ease of a quick catch-up over coffee or a tap on the shoulder, managers need to be more intentional about how they support, engage, and guide their teams.

Whilst working from home can be a positive experience – offering more flexibility, reduced commuting, and better work–life balance – it can also create challenges such as:

• Lack of face-to-face contact and supervision
• Lack of access to information and technology
• Social isolation
• Home-based distraction

Here are our top tips for managing remote teams effectively.

Remote working: Set up matters

A well-thought-out home working environment is key to productivity and wellbeing. Some employees may be fortunate enough to have a dedicated office space, while others may be working in more improvised settings. Managers should make sure that risk assessments are carried out and that employees have the right equipment and support in place to do their job comfortably and safely.

Remote working: Communicate regularly with your team

Clear, consistent communication helps maintain trust and direction. Agree ground rules around expectations such as email response times, availability, and project priorities. Encourage an open culture so employees feel comfortable raising concerns in team meetings or one-to-one conversations.

Be mindful of ‘Zoom fatigue’. Research shows video calls can demand more energy than in-person interactions. Keep meetings purposeful and strike a balance between group sessions, one-to-ones, and independent work time.

Managers should check in individually with team members, not only to clarify tasks but also to show empathy and support. Frequency will vary depending on the individual, so adjust communication styles and rhythms to suit each team member.

Remote working: Trust your team and show flexibility

Not being able to see employees at their desks doesn’t mean they aren’t working. The focus should be on outcomes, not hours spent in front of a screen. Where possible, allow flexibility in how and when work is carried out.

Many employees balance work with responsibilities such as childcare or caring for family members. Showing understanding and flexibility can boost engagement, loyalty, and productivity.

Remote working: Celebrate success and achievements

With fewer opportunities for in-person social activities, managers need to find other ways to recognise and celebrate contributions. This could be acknowledging milestones, highlighting individual or team achievements, or showing appreciation in meetings and internal communications.

Consider asking your team what forms of recognition matter most to them. Ideas might include vouchers, charitable donations, or a simple public thank you. What matters most is maintaining connection, recognition, and a sense of shared achievement.

Thoughts to take away

Remote working is here to stay, and getting it right benefits both organisations and employees. With the right support, communication, and flexibility, managers can create a culture where teams feel trusted, engaged, and able to thrive – no matter where they are working.