Over the past year, I’ve been on a wild ride through the world of remote staffing. Actually, you could say that journey started in 2020 with the shutdowns. That was when we ditched our downtown office and upgraded our Zoom lines. But for the past 18 months, I’ve plunged headfirst into the realm of offshore, nearshore, and just plain remote work. Whether working with talented virtual assistants a world away or helping a client embrace talent living a few states away, remote work has become a crucial part of my learning curve.
Here’s the hard truth that’s emerged from this adventure: if your organization can’t handle remote teammates, you’ve got a culture problem.
You might be saying "we tried -but the remote thing just doesn't work for us".
Here are seven reasons that are 95% more likely to be the answer to the "remote thing not working":
1. You have a Trust Deficit: If you can’t trust employees you can’t see, it’s not a remote work problem—it’s a trust problem. According to a Harvard Business Review study, 58% of people say they trust strangers more than their own boss. Ouch.
2. There's a Communication Breakdown: Remote work shines a harsh light on weak communication. If your team isn’t aligned or constantly miscommunicates, it’s your processes that need a tune-up, not the remote setup.
3. You've Got Leadership Gaps: Effective leaders manage teams no matter where they are. If remote work exposes leadership flaws, it’s time to beef up those management skills and tools. Only 34% of employees feel their leaders are effective, according to Gallup. Time to raise the bar.
4. You're Working With Outdated Work Culture: A culture that demands physical presence is stuck in the past. Remote work fosters a more flexible and forward-thinking environment. FlexJobs found that 65% of workers are more productive at home than in a traditional office.
5. The Tech Is Failing: Remote work requires solid tech. If your tools can’t cut it, it’s a sign your infrastructure is as outdated as dial-up internet. Invest in the right tools, or get left behind.
6. Flawed Performance Metrics: Measuring productivity by office hours is so last decade. Remote work highlights the need for outcome-based metrics. Workers in remote setups often log 1.4 more days of work per month than their office-bound counterparts, per a Prodoscore Research report.
7. You are Suffering From Change Resistance: Remote work demands adaptability. If your organization resists it, you’re probably resistant to other progress and innovation too. Don’t be the dinosaur in the room.
The truth is every organization, regardless of industry, is capable of embracing remote work.
We’re not advocating for a 100% remote model for every organization. Some businesses thrive with a hybrid approach, combining the strengths of both in-office and remote work. This flexibility allows companies to tailor their operations to meet the unique needs of their industry and workforce. A hybrid model can provide the best of both worlds: the collaboration and camaraderie of in-person work, along with the flexibility and expanded talent pool that remote work offers.
The ability to leverage talent across borders is not just a modern convenience; it's a hallmark of forward-thinking leadership and operational excellence. By integrating remote work capabilities, companies position themselves as adaptable, resilient, and innovative. This approach ensures they remain competitive and relevant in an ever-evolving global market. Embracing remote work signals that an organization is prepared to lead and thrive in the years to come, tapping into a diverse talent pool and fostering a culture of inclusivity and flexibility.
Bottom Line: Remote work is the litmus test for modern organizational health.
If you can’t handle it, your culture might be the culprit. Embrace remote work, and you’ll find your organization not only survives but thrives in today’s dynamic work landscape.
Remote work isn’t just a fad; it’s the future. If you’re struggling with it, consider it a flashing check engine light indicating deeper issues. Address these cultural problems, and you’ll not only master remote work but also create a stronger, more resilient organization.
Elizabeth Mead, affectionately known as "EM," is an award-winning Tactical Strategist and a go-to consultant for organizations needing hands-on support in the trenches. When she's not crafting value-driven strategies, you can find her on her ranch, embracing what her husband calls "the pace of choice." It’s a lifestyle that reflects her love for solitude, the beauty of nature, sipping coffee from a rocking chair, riding quads with the kiddos, singing with her pal Joey, slow-cooking farm-fresh meals, and losing herself in a great book.
