Feeling like you're barely keeping your remote team afloat? You’re not alone. Managing a team from a distance can feel like juggling swords—especially when things aren’t going as smoothly as you’d like. What if I told you there was a way to turn things around, backed by research and advice from some of the best in the business? Think Gallup data, Stephen Covey’s wisdom, Simon Sinek’s insights, the strength-based approach, and the ever-important trait of emotional intelligence. Ready for some solutions that actually work? Let’s dive in so you can avoid getting nicked.
10 Leadership Combos by Others Smarter Than Me Say You Can Improve Remote Management
1. Focus on Strengths (Gallup Strengths-Based Development)
Gallup's research shows that employees who use their strengths every day are six times as likely to be engaged at work. For remote teams, help managers identify the unique strengths of each team member through tools like the CliftonStrengths assessment. Encourage managers to assign tasks based on these strengths to increase engagement and performance.
Tip: Managers should hold regular one-on-one check-ins with team members, where they can discuss how strengths are being used in their work, and give feedback on how to align strengths with team goals.
2. Set Clear Expectations and Priorities (Stephen Covey's "The 7 Habits of Highly Effective People")
Stephen Covey’s principle of "Begin with the end in mind" emphasizes the importance of setting clear goals and priorities. For remote teams, clarity is even more crucial since team members can’t rely on face-to-face interactions to clarify tasks and expectations.
Tip: Managers should ensure that their remote teams have a shared vision and clear expectations. Use Covey’s “First Things First” approach—help your team focus on high-priority tasks and avoid distractions by creating a weekly plan with actionable steps.
3. Create a Safe and Purpose-Driven Culture (Simon Sinek’s “Start With Why”)
Simon Sinek's philosophy of starting with "Why" helps leaders inspire their teams by connecting their work to a deeper purpose. Remote teams often struggle with feelings of isolation, so reminding them of the larger mission can foster motivation and engagement.
Tip: Managers should regularly communicate the company's purpose and how each team member’s role contributes to the bigger picture. In team meetings, encourage employees to share how their work aligns with the company’s mission, keeping the focus on purpose and not just tasks.
4. Encourage Emotional Intelligence (EQ) for Better Team Dynamics
Emotional intelligence—especially in remote teams—can be a key factor in improving communication, resolving conflicts, and building trust. According to Daniel Goleman, a high EQ helps leaders manage relationships, reduce stress, and inspire their teams. A manager with high EQ can navigate the complexities of virtual communication and emotional challenges in remote work settings.
Tip: Managers should work on developing their own EQ and encourage team members to do the same. This can be done by encouraging open communication, showing empathy in interactions, and actively listening. Consider providing training or resources around emotional intelligence, especially on how to express emotions constructively in a virtual environment.
5. Be a Mentor, Not Just a Manager (Strengths-Based Leadership & Gallup)
Gallup's research found that managers who mentor their employees can increase engagement and retention. Mentoring remote employees fosters a sense of belonging and provides guidance that helps them navigate challenges more effectively.
Tip: Encourage managers to create regular mentoring opportunities with remote team members. This includes not only discussing work goals but also personal development and well-being. Managers should listen and provide feedback, advice, and support to help individuals grow both professionally and personally.
6. Foster Accountability (Covey's "Win-Win" Principle & Gallup)
Stephen Covey's "Win-Win" principle emphasizes that leaders should create situations where everyone benefits, including the team and the organization. Gallup’s research suggests that employees who feel accountable to their manager and peers are more engaged and productive.
Tip: Managers should establish clear, measurable goals and regularly check in on progress. Use accountability tools like shared workspaces and regular check-ins to ensure team members stay on track. Empower employees to take ownership of their tasks and give them the autonomy to succeed.
7. Use Positive Reinforcement (Strengths-Based Approach & Gallup)
Strength-based management shows that positive reinforcement focused on what’s going well motivates remote employees to keep improving. Gallup found that people who receive regular recognition are more engaged and perform better.
Tip: Managers should use recognition to highlight employees’ strengths and accomplishments. Celebrate wins—big or small—through virtual shout-outs, acknowledgment in team meetings, or small rewards to reinforce desired behaviors and achievements.
8. Encourage Open Communication (EQ & Sinek’s “Circle of Safety”)
Simon Sinek’s concept of the "Circle of Safety" highlights that employees perform better when they feel safe to speak up. For remote teams, it’s especially important for managers to build an environment where open communication is encouraged, where team members feel heard, and where they trust that their manager is approachable.
Tip: Managers should create regular opportunities for team members to share feedback, ideas, and concerns in a safe environment. This includes virtual town halls, anonymous surveys, and encouraging two-way feedback during one-on-ones.
9. Lead with Empathy (EQ & Gallup)
According to Gallup, the best leaders are those who exhibit empathy and actively listen to their employees. Empathy in leadership builds trust and improves team dynamics, which is crucial in remote work settings.
Tip: Encourage managers to be mindful of their team members’ emotional well-being. This includes checking in on their mental health, being understanding of personal challenges, and showing compassion during difficult times. When team members feel understood, they are more likely to remain engaged and motivated.
10. Provide Growth Opportunities (Covey’s "Synergy" & Gallup)
Stephen Covey’s "Synergy" habit emphasizes that the best results come from collaboration, leveraging each other’s strengths. Gallup’s data shows that employees who feel they have opportunities for growth are more likely to stay with their company and perform at a higher level.
Tip: Managers should ensure remote team members have access to professional development opportunities. This could be in the form of online courses, skill-building workshops, or mentorship. Encourage a growth mindset by helping employees set personal development goals and supporting their progress.
To Wrap It Up:
By integrating these research-backed strategies rooted in Gallup's strengths-based approach, Covey's leadership principles, Sinek's purpose-driven philosophy, and emotional intelligence, managers can enhance their leadership effectiveness and foster a thriving remote team. These practices not only improve performance but also build trust, engagement, and long-term success for both the team and the organization.
Let’s Take a Trip to the Upside-Down
If a manager drops the ball on leading a remote team—or worse, couldn’t care less about their team's success or well-being—things can go south fast. And not just for the team, but for the entire organization. So, what’s at stake here? Let’s just say, it’s more than a bad Zoom call or a few missed deadlines. The fallout could be much bigger than you think.
1. Employee Engagement Plummets
Gallup’s research consistently shows that engaged employees are more productive, more loyal, and deliver better customer outcomes. When a manager neglects their remote team, disengagement sets in. Employees may feel disconnected, unmotivated, and unsupported, leading to a lack of enthusiasm for their work.
Impact:
Decreased productivity and quality of work
Higher absenteeism and turnover
Employees feeling unvalued and overlooked
2. Increased Burnout and Mental Health Struggles
Remote work, when not managed well, can lead to burnout, isolation, and stress, especially without the guidance of an empathetic manager. If managers fail to check in on their team’s well-being, the constant pressure and lack of support can take a mental and physical toll on employees.
Impact:
Employees struggling with stress, anxiety, and burnout
Increased absenteeism due to health-related issues
High turnover, as employees leave for workplaces with better support systems
3. Decreased Collaboration and Innovation
Remote teams rely heavily on collaboration tools and transparent communication to function well. Without a manager who fosters collaboration, the team can become siloed, with individuals working in isolation rather than working as a cohesive unit. This stifles creativity and limits the potential for new ideas.
Impact:
Decline in innovation and problem-solving abilities
Team members working at cross-purposes, leading to confusion and inefficiencies
Missed opportunities for growth and development due to lack of communication
4. Lack of Trust and Team Cohesion
Remote work amplifies the need for trust between managers and team members. If managers fail to lead by example, or worse, are disengaged, the team may struggle with low morale and a lack of trust. Team members need to feel that their manager has their back, especially when working remotely and under pressure.
Impact:
Breakdown in trust and increased tension within the team
Reduced collaboration and cooperation
Higher likelihood of conflicts and misunderstandings
5. Missed Performance and Growth Opportunities
If a manager is not providing regular feedback, setting clear expectations, or mentoring employees, growth opportunities are severely hindered. Employees can feel stuck, with no clear path forward, and that can lead to frustration and lack of motivation.
Impact:
Stagnation in employee development and skill-building
Loss of high-performing employees due to lack of recognition and growth opportunities
Decreased overall team performance, leading to missed business objectives
6. Negative Impact on Company Culture
Managers shape company culture, even in remote teams. A disengaged or ineffective manager contributes to a toxic or lackluster culture, where employees don’t feel connected to the organization’s mission, values, or each other.
Impact:
Employees feeling disconnected from the company’s purpose
Difficulty in attracting top talent, as word spreads about the poor management
A negative reputation as a place to work, impacting recruitment and retention
7. Decreased Accountability
Without a manager who cares and leads with accountability, remote teams may lose focus on goals and performance metrics. People need structure, deadlines, and clear expectations—without those, even the most talented employees can fall off track.
Impact:
Missed deadlines and subpar results
Lack of personal and team accountability
A culture of complacency and underperformance
8. Loss of Competitive Edge
In today’s competitive market, effective remote leadership can be the difference between success and failure. A manager who fails to manage remote teams effectively puts the organization at a severe disadvantage in terms of talent retention, innovation, and productivity.
Impact:
Falling behind competitors who are managing their remote teams more effectively
Losing out on market opportunities due to inefficiencies or lack of innovation
Poor business results, lower profit margins, and missed targets
9. Deterioration of Relationships and Communication
Strong communication is the backbone of a successful remote team. When a manager doesn’t foster good communication practices, team members can feel disconnected and misinformed. This leads to mistakes, frustration, and delays.
Impact:
Inefficient work processes and decision-making
Increased misunderstandings, leading to mistakes or delays
Frustration among employees who feel they’re not being heard or supported
10. Reputational Damage for the Manager
A manager who doesn’t prioritize the success and well-being of their team will likely suffer from a damaged reputation. Word can spread, and colleagues or leadership may question the manager’s effectiveness or ability to lead.
Impact:
Damage to the manager’s career progression and opportunities for promotion
Loss of respect from team members and peers
Decreased influence within the organization or industry
Ok, Let’s Get Out of the Upside-Down It’s Weird Here
If a manager can’t hack it when it comes to managing a remote team—or worse, just doesn’t care—it's not just the team that suffers, but the whole organization. We’re talking disengaged employees, tanking performance, burnout, and zero innovation. That sound like a fun place to be? Virtually, in-person, or both — FRANKLY NO. To avoid all that chaos, managers will need to step up as true leaders: offering clear direction, emotional support, and growth opportunities, while building a remote culture that actually feels connected.
Let’s be clear—effective remote leadership isn’t a “nice-to-have” anymore; it’s the key to thriving in today’s work world.