"Managers choosing to lead by visual cues rather than effective coaching and mentorship quickly struggled in remote environments. Leaders equating line-of-sight supervision with effectiveness found themselves without their primary management tool. Open and effective communication is essential for managing remote individuals. Without it, teams underperform and flounder. Leadership derived mainly from physical presence can also mask attributes such as delivering unclear expectations, poor feedback skills, and an inability to identify measurable outcomes."
"Remote work requires communicating clear priorities, defined success metrics, and ownership clarity. This allows employees to successfully work on their tasks autonomously while knowing when to ask for help. Strong leaders effectively identify and communicate the right key performance indicators. Time spent with a green "Available" status on Teams does not correlate to a company's bottom line. It is the responsibility of managers to work with their direct reports to set goals and progress checkpoints."
Remote work revealed that many managers relied on physical presence and visual cues instead of coaching, clear expectations, and measurable outcomes. Leaders who depended on line-of-sight supervision lost their primary tool and struggled to maintain performance, communication, and culture. Clear priorities, defined success metrics, and ownership clarity enable employees to work autonomously and ask for help when needed. Strong leaders identify and communicate the right key performance indicators and establish goals and progress checkpoints. Executives who blame employee location risk ignoring underlying management problems that will persist regardless of return-to-office policies.
Read at Forbes
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