top of page

Managing a Remote Workforce

As the world continues to navigate the ongoing COVID-19 pandemic, remote work has become increasingly common, with more and more organizations choosing to have their employees work from home. While remote work has its advantages, it can also pose challenges, particularly for leaders who must ensure that their remote teams are functioning efficiently, effectively, and inclusively.  Our team has put together a few tips for managers to consider when trying to navigate leading a remote team under a DEIB lens.

Tip #1: Set Clear Expectations and Goals

When leading a remote team, it is essential to set clear expectations and goals for your employees. Ensure that everyone on the team knows what is expected of them, how their work will be evaluated, and what the team's overall goals are. This will help keep everyone on the same page and ensure that the team is working towards a shared purpose. According to a survey conducted by Owl Labs, 56% of remote workers say that clear communication from management is essential for remote work success.

Tip #2: Foster Communication and Collaboration

One of the most significant challenges of remote work is the lack of face-to-face interaction, which can lead to isolation and feelings of disconnection among team members. To combat this, leaders must foster communication and collaboration among their remote team members. This can be achieved through regular team meetings, one-on-one check-ins, and the use of collaborative tools like Slack or Microsoft Teams. A study by Buffer found that 19% of remote workers said that loneliness was their biggest struggle with remote work.

Tip #3: Emphasize Diversity, Equity, Inclusion, and Belonging

When leading a remote team, it is essential to prioritize diversity, equity, inclusion, and belonging (DEIB). Ensure that all team members feel valued and respected for their race, ethnicity, gender, sexual orientation, or any other characteristic. This can be achieved by fostering a culture of openness, transparency, and mutual respect, where everyone feels comfortable speaking up and sharing their opinions. According to a report by Deloitte, companies with inclusive cultures are twice as likely to meet or exceed financial targets.

Tip #4: Provide Opportunities for Professional Development

Just because team members are working remotely does not mean they should miss out on opportunities for professional development. Leaders should provide their remote team members with opportunities to learn new skills, attend virtual conferences and workshops, and network with colleagues. This will help to keep remote employees engaged, motivated, and invested in their work. According to a survey conducted by Global Workplace Analytics, remote workers are 20-25% more productive than their office-based counterparts.

As a leading Canadian DEIB consultant, Global Learning offers a range of services to help organizations foster more inclusive and equitable workplaces that take into consideration remote working. These services include DEIB training, coaching, and consulting, as well as assessments, audits, and policy development. By working with Global Learning,  organizations can gain the tools and knowledge they need to build more diverse, equitable, and inclusive remote teams.

Leading a remote workforce requires a different set of skills than leading a team in a traditional office setting. Leaders must set clear expectations and goals, foster communication and collaboration, prioritize DEIB, and provide opportunities for professional development. By following these tips, leaders can help their remote teams thrive and achieve their goals, while also promoting a culture of diversity, equity, inclusion, and belonging. 


bottom of page