Greater empathy, transparency from leaders makes a difference, say researchers
A decline in employee performance among remote workers may not be due to their working arrangements, but because of managers' poor leadership skills, according to researchers.
Researchers from Durham University Business School and Athens University of Economics and Business recently looked into the role of leadership in remote work contexts and how they impact productivity at work.
It found that when managers show care and clearly communicate their vision, their remote employees feel closer to them and are able to manage their work better.
It further found that these leaders also had the same positive impact on task performance for both remote and hybrid workers.
The findings come as a growing number of organisations are inviting employees back onsite after years of remote work, citing the importance of enhancing productivity.
But Anders Friis Marstand, Associate Professor of Leadership at Durham, and Olga Epitropaki, Professor of Management and authors of the report, noted that working remotely might not be the issue.
"With a growing trend of managers asking workers to return to the office to boost performance, it could be the case that it is not home working that has reduced performance, but manager's poor leadership skills instead," they said in a statement.
But is productivity really declining under remote work? Marketing firm Bospar commissioned in December 2024 a survey to discover that 61% of employees report being more productive while working from home.
Another 34% said they maintain equal productivity levels at home versus in the office.
On the other hand, organisations mandating office return policies face clear risks to both employee productivity and market position, according to Reputation Leaders' Laurence Evans.
Their companion study revealed that 63% of employees would be less likely to apply for jobs without remote work options. Nearly three in four (73%) consumers also said they would be less likely to apply for jobs without remote work options.
"Our research shows that workplace flexibility has become a key driver of consumer behaviour and brand reputation, with many Americans ready to vote with their wallets against companies that force office returns against employees' will," Evans said in a statement.
To enable leaders to connect with their remote staff more, the researchers at Durham and Athens suggested various initiatives, such as scheduling regular one-on-one and team meetings to discuss progress and challenges, as well as address wellbeing concerns.
They also recommended clear and transparent communication of goals and objectives to reduce perceptions of distance and enhance employee coping, remote collaboration, and performance.
Managers should also be trained in leading in remote contexts to help them adapt to the changing landscape of work. They should also be given practical tools on how to lead from a distance.
