In 2020, our most popular blog post discussed how leaders could move forward when Covid abruptly forced many of us to work from home. I remember writing that piece, wondering which remote work leadership practices would make the biggest impact during those uncertain, turbulent, anxiety-filled days.
At that time, it was impossible to fathom what was happening, let alone how to respond. There were no experts, benchmarks, or guidebooks to point the way forward. I couldn’t predict the future any better than anyone else. Still, my message seemed to strike a chord with our community.
Fortunately, necessity is the mother of invention. And resourceful leaders persevered, relying on trial and error to navigate through those early quarantine days.
Nearly three years later, we’ve all learned more about remote work than anyone could have imagined. In fact, we’ve adapted so well that many people want to keep working remotely — at least partially.
With this in mind, I decided to revisit my “early Covid” advice to see how much of it still holds true. So here’s a fresh look at 4 key points that seem just as relevant today as we continue to define new ways of working:
Remote Work Leadership Lessons From Covid
1. Be Tactful (Always a Wise Choice)
Exceptional times call for exceptional tact. I noted it then and it’s still unequivocally true. Times may not be as exceptional as they were in March 2020, but we now know that what we once considered “normal” will never return. In fact, the sudden and scary pivot to remote work turned out to be much more effective than we thought.
What changed for the worse? Among other things, stress continues to rise, inflation has risen to record levels, the economy has suffered, and employees have been resigning in droves. In this unstable environment, everyone benefits from tactful, considerate guidance.
In 2020, I encouraged leaders to give people a break when minor mishaps occur, like being late to a meeting. It seems people are now better at coping with small annoyances. (How often have you said in online meetings, “You’re on mute…” without reaching a breaking point?)
However, stress is real. It continues to mount, as mental health issues increasingly challenge many members of the workforce. My advice going forward? Remember to pair diplomacy with a healthy dose of empathy.
2. Provide Plenty of Training (But Wait, There’s More)
Training is critical. The more training we provide, the more confident and capable remote and hybrid work teams will be. Strong leaders are strong learners. And they believe in coaching and developing others. Remote work leaders that invested to help their teams learn, adjust, and grow are now operating at an advantage.
We didn’t know how well people would embrace distributed work practices and tools. But leaders with faith in their team’s ability to adapt now have another advantage: optimism and support that spread throughout their organizations. It’s easy now to see the value of doubling down on learning. But in those bleak early days, this kind of commitment was truly visionary.
The lesson here? Whatever challenges you face, make sure your people have the knowledge and skills they need to come up to speed with a minimum of friction. The sooner they can work effectively, the sooner they’ll become engaged.
But this isn’t just about ensuring that people complete a course. Smart remote work leadership combines skill development training with nudges, status checks, resources, roadmaps, measurable goals, social performance support, and open recognition.
That’s the win. Why? Because no one learns well in a vacuum.
3. Seek Frequent Feedback (Never Enough)
No doubt about it, regular input and reality checks are vital. In 2020, I was concerned that distance could widen the gap between a leader’s view of work culture and an employee’s reality. Physical proximity makes it relatively easy to close that gap, but remote work requires intentional communication.
I suggested reaching out formally to ask employees about their experience and learn what kind of resources they need to feel comfortable, supported, and productive.
Did leaders actually send feedback requests and surveys to their remote teams? Perhaps some did. But then, we became obsessed with isolation and disconnection. Soon, employee engagement took a hit and leaders started watching some of their best employees walk out the virtual door as The Great Resignation gained steam.
What went wrong? Perhaps remote work leadership didn’t act fast enough. More likely, these managers have become just as exhausted as employees — but they’ve been overlooked. The truth is, no one is immune. In fact, recent U.S. and U.K. research found that 98% of HR practitioners and leaders are burnt out!
4. Stay Connected (More Than Ever)
This leads to a final lesson — remote work leadership means staying connected with managers, employees, and teams. Full disclosure: The TalentCulture crew has worked remotely since Day One. Our vision is a virtual “super team,” leveraging digital tools and processes to manage business functions and grow a thriving digital community.
I’ve always admired other leaders who take it upon themselves to reach out and be present via multiple channels. And the power of that approach became apparent throughout the worst of the pandemic.
We saw remote work leaders who stayed involved, engaged, and accessible, giving their teams a sense of alignment and empowerment. I’ve taken notes and found that their toolkits include quick video chats, daily messages, virtual town halls, and short/sweet messages.
Leaders who adhere to an open-door policy — even in virtual settings — are even more important now. Why? This behavior fosters a culture of inclusion and belonging. If you want to bring your workforce together (and trust me, you do), you’ll focus on this lesson. The more digital touchpoints you develop, the more likely you’ll reach everyone in a way that resonates, and the more “present” you’ll be for them.
Leadership Takes Heart (and Strong Nerves)
A final note: We’re not yet on the other side of the pandemic, but we’ve learned a lot. And we know the world of work will never be the same.
I’m reminded of how far we’ve come when I recall my 2020 comment:
Peace of mind is as hard to come by as n95 masks.”
Thank goodness we aren’t dealing with a mask shortage anymore! Nevertheless, we still see high levels of stress, anxiety, and disengagement at work. And this is likely to continue for a long time to come.
Here’s where great management qualities count. Empathetic, engaged, resourceful, in-touch remote work leadership makes all the difference. It says your organization truly cares about supporting employees while getting the job done. And that’s essential, because the buck always stops at the corner office — whether it’s at corporate headquarters or at your dining room table.