If you're reading this, chances are you’ve found yourself in a sticky situation, wondering if you're too soft—or too tough—on your remote team. Sound familiar? Well, you're not alone.
One manager recently shared:
“I’m a senior manager, and I’m concerned that a member of my remote team isn’t working as efficiently as they should. They often give me reasons for lateness, logging off early, or disappearing during the workday. I’m worried that our department head might push us back into the office full-time if this continues. I don’t want to micromanage, but how do I handle this?”
First of all, take a deep breath. Managing a team remotely has its unique challenges, but it doesn't mean you need to transform into Big Brother, watching every clock tick. Instead, let’s explore some balanced strategies to handle this situation while keeping your team’s trust and autonomy intact, and still addressing the issue at hand.
Step 1: Trust Your Team (But Stay in the Loop)
When I first stepped into management, I thought I had to keep track of everything—every project, every deadline, every small task. But here's the truth: micromanaging doesn't create more productivity; it just creates noise.
If you’ve hired the right people, you've already done 90% of the work. Trust is the backbone of any good team, remote or not. So, how do you balance trust without veering into micromanaging?
It’s about autonomy. Give your team space to do their jobs, but keep communication lines open. Schedule regular check-ins that are supportive, not punitive. This way, you’ll stay connected to their progress without hovering.
Step 2: Address Issues Early (But With Empathy)
Now, about your team member who's been MIA—this might require a bit more of your attention. Rather than jumping straight into clock-watching or demanding they stick to strict hours, have a candid conversation. Start by asking questions instead of making assumptions.
Here’s a sample opener:
“Hey, I’ve noticed you've had a few challenges with time management recently. Is there something going on that’s making it difficult to stick to the schedule? I want to understand what’s happening so we can work together to figure this out.”
You’d be surprised how much a little empathy can open doors. They might be dealing with personal matters or simply need more clarity on expectations. Either way, you'll show you care about them as a person—not just as an employee.
Step 3: Set Clear Expectations (Without Micromanaging)
Once you’ve had that conversation, it’s time to realign. People generally want to do good work, but they need to know what’s expected of them. Make sure the whole team is clear on goals, deadlines, and what accountability looks like.
For example, instead of saying, “I need you online from 9 to 5,” try something more results-focused like, “Let’s ensure that by the end of the week, we’ve met these key objectives.”
If they can meet the expectations, does it really matter if they log off at 4:45 some days? Probably not. Flexibility can actually boost productivity because it shows you trust them to manage their time effectively.
Step 4: Monitor Output, Not Hours
You mentioned that you don’t want to start measuring logged working times—and you’re right. Focusing solely on hours worked misses the point of effective team management, especially in remote settings.
Instead, concentrate on what’s being delivered. Are they meeting their deadlines? Is their quality of work consistent? By shifting your focus to outcomes rather than attendance, you’re less likely to feel the need to hover—and more likely to see better results.
Step 5: Stay Ahead of Office Return Conversations
Your final concern—the dreaded full return to office—is something many teams are grappling with. The key here is to prove the value of remote work by showing the department lead that your team is not only meeting expectations but thriving in the remote environment.
If one person’s performance threatens the setup that works so well for the rest of your team, it’s fair to address that and get them back on track. But don’t let it derail the whole remote working arrangement. Present the successes of the broader team to leadership and offer transparent, constructive plans for addressing any outliers.
Final Thought: Trust Breeds Success
At the end of the day, the best teams thrive on trust and autonomy. If you give your team members room to do their best work, they’ll rise to the challenge. It doesn’t mean you ignore problems or let things slide—but it does mean that you lead with empathy and focus on results.
Let them rise, and watch as they not only meet expectations but exceed them.
Yours in trust and transparency,
Your Candid Career Coach
