Leading Remotely: One Size Doesn’t Fit All
The way we work is a constant hot topic right now. Remote, hybrid, in office… everyone has an opinion, and rarely do two people want exactly the same thing. At HCW, we believe that a cohesive approach is important, but when it comes to leading in this evolving world of work, the solution shouldn't be "top down" and one size fits all.
Every team member has different needs, preferences, and motivations. Some thrive in a home office, others need the buzz of a shared workspace, and many prefer a mix of both. So, how can leaders effectively support and engage their teams in this flexible work environment?
Understand Individual Needs. Great remote leadership recognises that what works for one person, may not work for another. Regular check-ins, open conversations, and active listening help leaders understand what setup enables each team member to perform at their best.
Offer Flexibility & Trust. Trust is at the heart of remote leadership. Empower your team to choose what works best for them, whether it’s working from home, hybrid , or in office collaboration. Performance should be measured by outcomes, not hours spent at a desk.
Create Connection & Inclusion. With teams working in different locations, intentional communication is essential. Regular virtual touchpoints, inclusive team meetings, and a strong culture of feedback can help prevent team members from feeling isolated, no matter where they work. However, an unintended consequence of remote work can still be a sense of disconnection among team members. To counter this, coordinated efforts such as scheduling dedicated in person team days and regular contact points can go a long way in maintaining strong connections while embracing flexibility.
Adapt & evolve. Remote leadership is not about rigid policies, it’s about adapting to the evolving needs of the business and your team. Encourage open dialogue, experiment, be willing to adjust, and continuously learn what enables your people to thrive, not just function.
There's so much we can learn from the great migration to remote working that took place during the pandemic. Leaders who are getting this right haven’t snapped back to old ways of working and have embraced more personalised leadership, guiding their teams to work together to find their way, knowing that success looks different for everyone.
When leaders take the time to understand their team’s unique needs, they create a culture of trust, engagement, and high performance, wherever their people are working from.