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The COVID-19 pandemic made remote working a reality for many businesses that may not have previously considered it. With more employees working from home temporarily, some companies are recognizing the benefits of remote work, and some employees are finding they prefer it over going to the office.
These developments have significantly increased the likelihood that more employers will adopt a permanent remote working model. In fact, some already have. For example, X/Twitter and Square both announced in May 2020 that employees now have the option to work from home permanently if they desire. (1)
While remote work offers benefits to both employers and employees, it also presents challenges. Organizations shifting to a remote work model can learn about the dos and don’ts of navigating this arrangement.
THE DOs
- Do communicate on a regular basis. This does not mean bombarding employees with emails or phone calls. Instead, it means checking in with them on a one-on-one basis and as a team. One-on-one check-ins make employees feel valued and like their well-being is essential to their employer, both of which contribute to increased productivity and engagement. Group check-ins help solidify the team and make them feel more connected despite their physical separation.
- Do set boundaries. It is essential for all parties involved to understand that working remotely does not mean they are on call 24 hours a day, seven days a week. If flexible hours are one of the company’s practices, each employee should get “assigned office hours” to dictate when they are available. Useful tools for maintaining a balance include TimeTrade, calendar sharing such as Office 365 and project management tools. Creating ownership over tasks also goes a long way in establishing trust.
- Do establish deadlines, milestones, and goals for everyone, including management. No one can achieve the overall objectives of the business if they are not working toward smaller goals along the way. Management should be clear about what those goals are and how each will be measured (and quantified with metrics) so that everyone is aligned.
- Do work as a team. Apollo 13 is a perfect example. Between two different teams located in two vastly different environments, everyone had to come together to find a solution during a moment of crisis. Employees need to work as a team, regardless of personal differences and opinions, for the greater good of the business. Clear and open communication is critical for this endeavor to work.
- Do incorporate training that includes safety and care protocols. From recording and sharing data to displaying empathy and compassion, the team requires guidelines on how to work together effectively in a remote setting. Training should also be part of incentive programs.
- Do lead by example. This goes back to the old cliché of actions speaking louder than words. Displaying the behavior that management asks employees to exhibit fosters respect and makes it much more likely that they will follow suit.
THE DO NOTs
- Don’t allow gossip and rumors to fester and spread like wildfire. Doing so depletes morale and creates a toxic work culture. Management should proactively and promptly address these issues and encourage employees to do the same.
- Don’t ignore boundaries such as personal time and vacation time. Weekends and holidays are off limits except in an emergency and/or unless they are part of an assigned job shift. Employers can mitigate these boundaries by anticipating potential issues and planning carefully to address them when the involved employees are off the clock. Leadership should encourage employees to provide detailed notes and access to the necessary resources so that the business can continue operating in their absence.
- Don’t allow employees to slack off or deliver poor-quality work. Working from home does not excuse the habit of watching Netflix all day instead of completing assignments. This not only undermines productivity and deadlines, but it also creates resentment among employees who are affected by the slackers. While everyone may have unique working styles, blatant disregard for the company and co-workers through procrastination, disorganization, and lack of follow-through must be addressed to minimize disruption.
- Don’t let management isolate itself from its team. It is easy when working remotely to fall into a groove of working solo, but this is not a luxury that managers have. Their team counts on them for answers, leadership, guidance, and putting out fires. Managers should hold weekly video calls, communicate regularly with employees via instant messaging, and take other measures to create a virtual office space where team members feel connected, motivated, and encouraged to perform their tasks effectively.
- Don’t exhibit complacency when managers micromanage or go missing-in-action. While these two approaches to leadership are polar opposites, they are both equally damaging. Sending too many emails requesting frequent updates, demanding to see every change while in progress, requiring screen tracking software, and other forms of micromanagement erode trust and create a toxic environment rife with resentment. On the flip side, going missing-in-action is frustrating and makes employees feel like they are in it alone. It also leaves them without crucial guidance for significant decisions.
- Don’t fail to require improvement. Teams should not be allowed to dissolve into dysfunction. Much like micromanaging, a dysfunctional environment can cause deterioration among coworkers, which can prove costly to the business. Providing sensitivity training about cyberbullying, psychological distress, loneliness, and juggling work plus personal demands is imperative. Additionally, protecting the business from data security issues, theft, hackers, and other threats, as well as understanding regulations and protocols, is also essential.
Implementing a remote working model can prove tremendously beneficial when employers leverage it correctly. By following these dos and don’ts, companies can ensure success for their teams and businesses.
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SOURCES:
1 https://www.forbes.com/sites/danabrownlee/2020/05/18/twitter-square-announce-work-from-home-forever-optionwhat-are-the-risks/#14ac78de2565
This article was last updated on June 10, 2025
