Let’s face it, we have a love-hate relationship with tech. It can be a lot to manage at times, but it has also given many of us the flexibility to work wherever and whenever (with manager approval). This work-perk has created a tricky management conundrum: how can managers ensure productivity without becoming the digital equivalent of a backseat driver? If you can't see employees working, can you trust that they are really working? The temptation to “ping” and monitor response time is high, but deep down you know that constant check-ins and check-ups will create an unsustainable pattern sure to impact your trust and their productivity. Swinging too far the other way leaves remote workers feeling abandoned and vulnerable. Which words (and actions) will keep your employees equally engaged and productive?

Is the "out of sight, out of mind" approach tempting you to adopt a laissez-faire attitude? Have you noticed engagement waning but hesitate to address any concerns that might make matters worse? Are you so busy, stressed and tired with your own workload that the mystery of someone else’s load is just fine with you? You are confident that you hired competent adults and want to let them do their thing while you do yours. Here's the rub: while autonomy is crucial, a complete hands-off approach has only a remote chance of success. Your team might interpret your absence as indifference, leaving them to navigate these distant waters alone. If you haven’t set a clear expectation or, worse, have left your knowledge of ‘less than admirable’ work efforts go unaddressed, you'll reap what you don't sow: misaligned priorities, adrift goals, poor quality, and unsatisfied stakeholders.

While saying nothing might scream apathy, micromanagement is the kryptonite of remote work productivity. Your team's home offices will turn into pressure cookers. For instance:

• "I need a detailed report of everything you've done today, with timestamps." A demanding request for a minute-by-minute account of your team's day screams “I don’t trust you.” 

• I don’t understand why it’s taking you so long to complete this project. Your peers are running circles around you and taking twice your workload." Hmmm…this criticism coupled with a vague comparison to your colleague’s is a classic recipe for defensiveness and demotivation.

• "I need you to respond to my messages within 2 minutes of them being sent." Unless this person’s role is of a critical nature (i.e. Thoracic Surgeon in surgery) requesting an immediate response is unreasonable. Your employees have the right to schedule and prioritize their day as needed to complete their assigned objectives. This request is sure to disrupt focus and create unnecessary stress.

Friends, micromanagement is the express route to eroding trust and morale faster than you can say "Hey Kimberly, can you review the updates I made to my resume?" Remember, the goal is to inspire productivity and engagement, not increase team attrition.

Remote work works best when mutual trust, clear expectations, transparent communication and integrity are at the forefront of the manager/employee relationship. Think “coach”, not “drill sergeant”. Start by establishing ground rules. “Even though we’re not in the same building, I’m here for you and fully invested in your success. I have drafted a few guidelines for how this arrangement might be effective for us and welcome your input.” Some expectation excerpts:

1. “Urgent matters - Ping or text me. If my messaging app is green, you are welcome to call me.”

2. “Information sharing - send an email. I do prefer summaries vs. the reading of a long history trail.”

3. “Communication with Senior Leaders - I’d like to be copied on anything you send to Jeff or the Board so that I can represent your work when asked.”

4. “Project updates - Keep our project tools updated weekly. It helps your team members and me stay informed between our regular check-ins.”

5. “I trust you to manage your work. If there’s an issue, speak up before it’s crunch time.”

6. “I’m not a micromanager, but if I’m closely monitoring, it means I’m concerned.”

7. “Instead of pinging me frequently throughout the day, when possible create a “bulleted list” in Teams for me to respond to all at once.”

8. “I assume that your active work hours will be 8-5pm unless you tell me otherwise. If you need to leave during that time for more than 2 hours, please send me an email prior to that time.“

Then ask for input:
“How do you think this will work for you?”
”Any other ideas to help us stay connected and informed?” 
“Do you have any concerns?”

Once you have established a rhythm, use 1:1s to fine-tune the plan:
“How’s our communication impacting your work?”
”Any suggestions for how I can better support you?”

The final word

As you navigate the complexities of remote management, your leadership can transform challenges into opportunities, creating a dynamic, productive workforce. Find the balance between being present instead of overbearing, and your team will not just produce —they'll soar.