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3 mistakes managers make with remote work.

Although remote work is now part of our daily lives, it remains a challenge. Thus, some time ago, companies like Facebook and even ZOOM, asked their employees to return to the office.

In speaking with several managers and employees, I noticed recurring and irritating mistakes made by managers. This negatively impacts productivity, communication, and team morale. Thus, we see more and more employees who change jobs not because of the work itself but because of how it's managed and therefore, it gives HR departments more headaches.

Here are three common mistakes:

Micromanaging: Some managers may struggle with trust issues when their teams are working remotely. As a result, they tend to micromanage every aspect of their employees' work. This can lead to decreased morale and productivity as employees may feel undervalued and constrained. Instead, managers should focus on setting clear expectations and goals, and then trusting their team members to meet them. Regular check-ins should be for support and collaboration, rather than surveillance.

Communication: In a remote work environment, communication becomes even more critical. Managers may make the mistake of not establishing clear channels for communication or not providing regular updates and feedback. This lack of communication can lead to misunderstandings, missed deadlines, and a sense of isolation among team members. Managers should establish regular check-ins, team meetings, and clear communication tools to ensure everyone stays connected and informed.

Ignoring Work-Life Balance: Remote work can blur the lines between work and personal life, leading some managers to expect employees to be available around the clock. This can result in burnout and decreased job satisfaction. Managers should respect their team's work-life balance by setting clear boundaries for working hours and encouraging employees to take breaks and time off when needed. Encouraging a healthy work-life balance can lead to happier, more productive employees.

It's important for managers to adapt their leadership style to the remote work environment, focusing on trust, communication, and work-life balance to ensure the success of their remote teams.

If supporting your managers who have teams working remotely or in hybrid mode is a challenge for you, I can support you by offering them training.

Simply complete the conference request form HERE

I look forward to collaborating for the well-being of your teams,

Stéphanie Dauphin


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