The Swinging Pendulum: Leading a Remote Team

During the height of the pandemic, many of us learned to work remotely, often for the first time. Schools went online, business meetings shifted to Zoom, and doctors began seeing patients through telehealth appointments.

Our pandemic wedding, May 2020

Source: Ashley Jordan

I was married in May of 2020, and our entire wedding “party” consisted of an officiant, two witnesses, and a friend with a decent camera who snapped a few quick photos. Our families tuned in virtually, watching us exchange vows from afar—a moment that perfectly captured the remote reality of the time.

Fast forward five years, and the pendulum is swinging in the opposite direction. In late 2024, Sam’s Club announced a return-to-office mandate requiring employees to be on-site five days a week. In response, its chief technology officer resigned.

Amazon followed with its own return-to-work policy. According to a survey by Blind of more than 2,500 corporate employees, 91 percent expressed dissatisfaction with the mandate, and up to 73 percent said they were considering looking for another job as a result.

In higher education, Yale University is pushing for in-person courses and discouraging online course requests. And is often the case in academia, as go the Ivy Leagues, so go the others.

So why this shift?

For some, it’s about institutional identity. At Yale, for instance, the in-person experience is central to its brand. The university doesn’t just discourage asynchronous online courses—it also doesn’t allow AP exam credit to replace required courses, instead directing students into higher-level versions while maintaining the same credit count. In other words, being there is part of the Yale experience.

Others argue the shift is about productivity. Critics claim remote work hinders output—but the data paints a more nuanced picture. A recent U.S. Bureau of Labor Statistics study found productivity actually increased across 61 industries during the pandemic, when remote work was at its peak.

Regardless of which side of the debate you’re on, the reality is this: Millions still work remotely or in hybrid formats, with many working from home at least part of the week. While some companies are pushing for a full return to the office, others recognize that inflexibility comes at a cost—including the risk of losing top talent. If you are leading a remote team, how can you ensure high productivity and engagement—especially when critics question the model?

Here are 5 practical tips to help your remote team thrive:

1. Set Clear Expectations Around Communication and Workflow

One of the common pain points in remote work is communication breakdown. Without hallway chats or spontaneous desk visits, things can get lost in translation. As a leader, set the tone by establishing clear communication norms: when to use email versus chat, expected response times, and how to escalate urgent matters. Consider project management tools to track progress transparently. And remember: Silence doesn’t always mean understanding—clarity is key in remote work environments.

2. Prioritize Connection to Combat Isolation

Remote work can be lonely, and that loneliness can erode morale. Foster connection by scheduling regular check-ins, encouraging peer collaboration, and creating opportunities for informal team bonding—like virtual coffee chats, birthday shoutouts, or team Slack channels for hobbies. When people feel like part of a team, they are more likely to stay engaged and motivated.

3. Focus on Outcomes, Not Hours

One of the major benefits of remote work is flexibility—but it only works if it's rooted in trust. Rather than clock-watching, focus on results. Set clear goals and evaluate performance based on deliverables and impact, not hours online. Empower employees to structure their workdays around when they’re most productive. Autonomy fuels ownership, and ownership drives performance.

4. Support Structure and Boundaries at Home

It’s easy for remote workers to blur the lines between work and life, especially when their office is also their living room. Encourage team members to carve out dedicated workspaces and establish routines—like taking real lunch breaks or powering down at a set time. As a leader, model healthy boundaries yourself. A team that respects work-life balance is more likely to avoid burnout and stay focused during working hours.

5. Stay Visible and Available as a Leader

Out of sight shouldn’t mean out of reach. Remote leadership requires presence—just in a more intentional form. Make time for one-on-one check-ins, be accessible for feedback and guidance, and communicate openly about team goals and challenges. Your availability builds trust, offers clarity, and reinforces that no one is navigating this landscape alone.

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In today’s workplace, flexibility is a form of currency—often valued as highly as salary. Research shows that managers who embrace flexibility and humanize their leadership improve retention. As more workers demand control over when and how they work, organizations that resist may find themselves losing great people.

By implementing the strategies above, you can lead a productive, engaged, and resilient remote team—regardless of which direction the pendulum swings next.