15 Tips For Successfully Leading A Remote Team


As many leaders discovered during the pandemic, in-person work and remote work require a different approach to leadership. As employees work from home, managers must find a way to ensure productivity, connection and overall wellness—all without the benefit of actually seeing their team live.

Fortunately, these logistical challenges can be circumvented with the right tools in place. Below, 15 members of Forbes Business Council shared their top tips for successfully leading a remote or hybrid workforce.

1. Get Regular Feedback

Use technology to constantly take your employees’ temperature and get feedback. If you believe feedback from your customers is important, that feedback from your employees is doubly important. – Christine Russo, Retail Creative and Consulting Agency

2. Have The Right System And People

The leadership has actually become less about believing and more about trust. The freedom that comes with remote workspaces comes with challenges. But those challenges can be minimized by having the right system and people in place. It’s very empowering when your employees feel some ownership in their life and work. – Dr Rick Hendrix, Henco Energy


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3. Be Kind And Flexible

You need to increase kindness in the relationship with your team. Working remotely requires a higher level of motivation in the team and a higher level of commitment. I love to let my team operate by freely choosing their work schedule because I think it easily qualifies the staff that has what it takes to become executives and those that just don’t fit the culture. We love this natural selection. – Andrea d’Agostini, SalesJet & Monarchy Media

4. Empower Your Team

My approach has always been to empower the people that are identified and hired for their respective roles. I wouldn’t say my approach has changed. I’ve double-downed on empowering my team by giving them the freedom and flexibility to do the jobs they’ve been hired to do. The result of doubling-down has been increased productivity. – Melanie Mack, Codega Media Inc

5. Build Culture And Accountability

I previously focused on building culture through happy hours and a pet-friendly office. Today, we rely on weekly all-staff Zooms, daily meetings and ongoing Slack messages to keep each other in the know. As a leader, I focus more on accountability and quantitative metrics, building a culture focused on doing what we say we will do and building a teamwork mentality by truly being there for one another. – Allie Danziger, Ampersand

6. Encourage Diversity Of Thought

Enzo Advisors was founded during the pandemic, and I built my entire team virtually with colleagues from all around the globe. As a strong believer in cognitive diversity driving innovation, I believe the future of leadership resides in building a collaborative, team-oriented culture that encourages the diversity of thought necessary for problem-solving where communication and engagement are key. – Nidhi Chadda, Enzo Advisors

7. Communicate Clearly And Align Priorities

As work has become more flexible, leadership needs to be flexible, too—but more than anything, it forces leaders to be better leaders. I find that the leadership style that works best allows for individual team members to have greater flexibility. This really forces leaders to have clearer communication and alignment of priorities instead of relying on larger and one-to-one meetings to coordinate. – Morten Bruun, Worksome

8. Promote Employee Wellness

The future of the labor market is more flexible and far more technological. There’s more focus on organizational culture and empowering skilled and talented workers, as well as an increased focus on employee wellbeing. With the new understanding that employee wellbeing is our top priority, we made adjustments in compensation and benefits, hiring HR personnel to address these issues. – Yaron Shamir, Nathan Holdings

9. Listen Well And Stay Humble

Remote and hybrid models can work well if managed properly, but many companies are seeing staff leave because they don’t feel listened to and don’t know how to advance in their careers or build relationships. A flatter system with open lines of communication is essential for any team separated by distance. A virtual coffee goes a long way. Stay humble, listen well and admit when you’re wrong. – Jade Francine, WeMaintain

10. Let Employees Do Their Job

The pandemic hasn’t changed our approach so much as it validated our model, which is having physicians provide care for patients remotely. The pandemic exposed a lack of resources at many hospitals when significant patient issues arise. We are filling those gaps by letting doctors be doctors again, applying their expertise in intensive care and telehealth delivery of care where it is most needed. – Corey Scurlock, Equum Medical

11. Establish Predictability, But Remain Adaptable

I’ve had to be a lot more understanding and empathetic with my employees. The challenge we run into is predictability. I can function in a hybrid environment if I can plan around a predictable schedule. I find myself asking employees to come to me with a plan they can stick to, then I’ll adapt around that. – Alex Lassiter, Green Places

12. Manage Toward Output, Not Input

We started managing more toward desired work output rather than work input such as day-to-day activities. Some managers struggled to shift to this approach since they were used to managing toward tasks. But shifting to clearer targets has fueled our growth, and the overall response from their employees has been that this new approach allows them to produce results in a way that suits their working style. – Atta Tarki, TalentCompass

13. Offer Autonomy And Fairness

In today’s world where remote and hybrid work is here to stay, it’s critical for leaders to understand why so many employees are seeking such work options. Based on experience, it often has to do with employees seeking autonomy and fairness. It may be worth leaders thinking about how they can provide such feelings, which often leads to an increase in engagement and loyalty. – Pjay Shrestha, Pjay Shrestha

14. Prioritize Health And Safety

There has been so much uncertainty and fear of the unknown surrounding us for the past two years. One thing that I unequivocally stated is that the safety and health of our employees is of the utmost priority. Everything else comes second. This takes away so much ambiguity around questions like, “Should we go to the office?”, “When will remote work end?” or “What will the hybrid model look like?” – Karan Yaramada, Kanverse

15. Bring Humanity Into The Conversation

Bring greater humanity into your one-on-one and team conversations and allow individuals to connect at a deeper level. Encourage everyone to share their stories, struggles and emotions stemming from work or their personal lives. Our performance at work is often tied to how well we are thriving in all facets of our lives, and as leaders, we have a responsibility to help people to flourish. – Andreea Vanacker, SPARKX5



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