Photo: DALL-E by DIKT
What many leaders get wrong about remote work — and how to do it better
This is what frustrates many managers:
Lena works from home and knows the rules: 38.5 hours per week, with core working hours between 10 a.m. and 3 p.m. Her employer sees this as modern and employee-friendly.
But Lena also knows that she can complete her tasks much faster when she works with focus. She prefers to use the remaining time to go shopping, meet a friend, or watch Netflix. Online, there are countless tips and tricks for simulating productive work on a company laptop — all while already enjoying a coffee at the café.
This is the kind of remote work employers fear.
Since the pandemic, remote work has become a standard part of professional life. Many companies have upgraded their IT, implemented new tools, and adapted processes. But one critical question often remains unanswered:
How do I lead my team in this new reality?
This is the real issue. Remote leadership requires a different approach. Those who don’t adapt risk losing performance — or even employees altogether.
3 Common Mistakes in Remote Leadership
1. Too Much Control, Too Little Trust
Many leaders try to maintain control. They want to know: Who is working when, on what, and for how long? This leads to more reports, more check-ins, tighter KPIs.
The result? People feel micromanaged. And mentally, they begin to check out. This is especially visible in large organizations. Control replaces trust — and costs loyalty.
2. Communication Without Real Connection
Yes, we have Zoom. Yes, we use Teams. But digital meetings alone don’t create strong communication.
What’s often missing is real conversation — context, clarity, and meaning. Many employees report feeling out of the loop, unable to connect their tasks to the bigger picture.
To make remote work truly effective, teams should physically meet at least once per week. This was the key finding of a 2023 study by Macromedia University of Cologne and the German Institute for Communications and Media Training.
3. Visibility Equals Value? Not Anymore.
In the office, just being seen was enough to build your reputation. Now, it’s different. Remote leadership makes results less visible — but no less important.
Leaders must learn to recognize and reward success in new ways. Screen time is not a performance metric. Results are.
Photo: DALL-E by DIKT
What Actually Works: Clarity, Empathy, Real Connection
1. Leadership Needs New Rituals
Structure builds confidence — especially at a distance. Regular check-ins, quick updates, and consistent communication are not time-wasters; they are essential leadership tools.
Example: SAP
Even before the pandemic, SAP offered generous remote work policies. Today, most employees work location-independent. The company uses clear rules for hybrid work, such as regular one-on-one meetings between managers and employees to clarify goals and address concerns. The focus is on well-being and reducing anxiety through supportive leadership. Empathy is a key competency, especially in remote contexts.
2. Be Visible – Even Without an Office
Leaders must still be present, even if not in person. To give direction, you must be seen — in your values, your communication, and your consistency.
Pro tip: Short video messages to your team often have more impact than long emails. They’re personal, direct, and show: I’m here.
3. Make Performance Visible – Without Pressure
Trust doesn’t mean letting go. It means defining clear goals together, sharing responsibility, and celebrating achievements — even at a distance.
Conclusion: Remote Leadership Is Here to Stay
Many companies are still debating: back to the office, full remote, or something in between? The truth lies in the middle — and it starts with leadership.
Leading remote teams requires more than the right tools. It takes attitude, clarity, and communication skills.
Remote leadership starts in the mind — and shows in your behavior.
What You Can Do Now
If you want to lead effectively — regardless of place or screen — you need new communication tools. That’s exactly what our coaching and training programs provide:
- Build trust systematically
- Strengthen remote communication skills
- Establish meaningful recognition practices
Remote leadership isn’t a trend — it’s a key leadership skill of our time.
If you’re ready to elevate your leadership, let’s talk.
👉 Book your free consultation with Dr. Nikolai A. Behr now
