"Some managers are falling into the trust issue trap of remote work. Because they cannot see their people working, they fear they will lose control of their team. Results may suffer. Productivity may decline. But if we're being honest, time and place have always been poor measures of performance. Just because one person is in the office or at their desk longer than another doesn't mean they are doing better work. (It doesn't even necessarily mean they are doing more work!)"
"What this does mean is that managers will almost certainly have to improve communication with their direct reports. That doesn't mean communicating more (though that is likely.) It does mean communicating with more structure and substance. There is a fair amount of anxiety around the concept of strong leadership communication. Ironically, many managers resist leading and directing for fear of being labeled a micromanager. But leaving your team to swirl in a sink-or-swim situation isn't good management."
Reliable, execution-focused leaders provide guidance, direction, and support, which becomes more valuable for remote workers. Managers who cannot see employees may fear loss of control and wrongly equate visible hours with productivity. Time and place remain poor measures of performance compared with results. Managers should improve communication with direct reports by adding structure and substance rather than only increasing frequency. Strong leadership communication avoids micromanagement and abandonment, instead facilitating focus through good questions, active listening, alignment of priorities, and practical support to enhance team productivity.
Read at Psychology Today
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