Remote Work—Is It Failing, Or Is Management The Real Problem?
A Personal Take by Peter T. Masters
I've worked remotely for over 10 years, and let me tell you—it's amazing. No wasting hours in traffic, no awkward breakroom small talk about the weather, and best of all—I can wear shorts to work, and no one cares.
But despite the many benefits, companies are scrambling to drag people back into the office, claiming that remote work just isn't cutting it. Productivity is supposedly down, collaboration is suffering, and somehow, "company culture" is gasping for air.
But let's be real—is remote work really the problem?
Or are companies just struggling because they don't know how to manage remote teams? (Spoiler: It's the second one.)
The Myth of Remote Work Failure
If you've been following the remote work debate, you've probably heard the usual complaints:
"Employees aren't working as hard!"
"Communication is terrible!"
"No one collaborates anymore!"
Basically, companies act like the second you let people work from home, they immediately morph into professional Netflix bingers who "forget" to check Slack.
But the data tells a different story. The reality? Remote work has major benefits:
-
Higher Productivity: A Stanford study found that remote workers are 13% more productive than their in-office counterparts.
-
Overall Business Growth: A 2024 Bureau of Labor Statistics report showed that for every 1% increase in remote work, productivity grew by 0.08%.
-
Lower Stress Levels: According to a 2024 survey, only 36% of remote workers reported increased stress—compared to 59% of in-office employees. Less stress = better focus, happier employees, and fewer quitting over unnecessary commutes.
-
Higher Engagement & Retention: Gallup's 2024 poll found that remote and hybrid workers show higher engagement than their in-office peers, meaning they're more invested in their work and less likely to leave.
So if employees are proving they can be productive, why are so many companies struggling?
Because without the right management approach, remote work can feel chaotic.
Why Management Is the Real Issue
Most companies jumped into remote work without changing how they lead their teams.
They kept their in-office habits, slapped a few Zoom calls on the calendar, and called
it a day. Then, when things started falling apart, instead of asking, "Hey, maybe we
should rethink our approach?" they said, "REMOTE WORK BAD. EVERYONE BACK TO THE OFFICE."
Here's what's actually going wrong:
-
No Clear Expectations = Confused Employees
In an office, you can get away with a lot of vague instructions. If you're
unsure about something, you just walk over to Bob's desk and ask. But in a
remote setting? If Bob is offline, you're stuck wondering what on earth
you're supposed to be doing.
Managers need to set clear goals, timelines, and deliverables. Otherwise,
employees spend half the day deciphering vague emails like they're trying
to crack the Da Vinci Code.
-
Bad Communication = Chaos
Some managers over-communicate (Zoom meetings all day), while others
under-communicate ("Oh, didn't you see the message I sent in that
100-message Slack thread at 11:45 PM?"). Instead of balancing communication,
they either drown employees in calls or
leave them floundering in silence. Neither works.
Remote teams need structured updates, flexible status reports, and—for
the love of all things good in the world—fewer "let's circle back"
meetings that could have been an email.
-
Micromanagement Kills Productivity
Some managers just can't handle not seeing their employees at their desks.
So what do they do?
-
Make everyone keep their cameras on all day (Big Brother vibes, anyone?)
-
Install creepy surveillance software (because nothing says "trust" like tracking your employees' keystrokes)
-
Schedule way too many check-ins (if you keep checking if people are working, guess what? They're not working—they're in meetings.)
Remote work only works when there's trust. No one wants to feel like they're being watched like a contestant on a reality TV show.
-
Managing Remote Teams Like an Office = Failure
Trying to manage a remote team like an office-based one is like trying to cook a steak with a toaster—it's just not the right tool for the job.
Remote work requires a shift in mindset. It's not about counting hours or staring at screens—it's about results.
The best remote teams focus on:
- Clear deliverables
- Outcome-based performance
- Autonomy, not babysitting
Companies That Are Getting It Right
Not everyone is failing at remote work. Some companies are thriving—and
guess what? They're doing the exact opposite of what bad managers do.
-
GitLab — 100% remote, well-documented processes, and no endless
meetings.
-
Zapier — Flexible work culture = fewer interruptions.
-
Automattic (the folks behind WordPress) — Results-driven leadership,
no micromanagement.
Notice the pattern? Trust, autonomy, and structured communication.
How to Fix Remote Work Mismanagement
If companies want remote work to succeed, they need to stop blaming employees
and start leading better. Here's how:
-
Set Clear Goals & Expectations
"Do your work" is not an expectation. Be specific. Outline priorities,
deadlines, and success metrics.
-
Communicate Effectively (Without Overloading People)
- Use tools like Slack, Trello, and Notion.
- Limit Zoom calls. (Seriously, no one likes unnecessary meetings.)
- Write things down. Documentation is your best friend.
-
Trust Your Team
If you hired responsible, competent adults, treat them like it. Measure
results, not time spent online.
-
Use the Right Tools
If your company is still relying on email chains and Excel sheets, I
have bad news... You need better tools for project tracking, collaboration,
and streamlined communication.
-
Train Managers for Remote Leadership
A great office manager doesn't automatically become a great remote manager.
Leadership needs to evolve.
Final Thoughts
Stop blaming remote work. Remote work isn't failing, management is. Instead of
dragging employees back to the office and pretending remote work doesn't work,
companies should look in the mirror and ask:
"Are we giving remote work a fair shot, or are we just managing it poorly?"
Companies that adapt, build trust, and embrace new ways of working will thrive.
The ones that don't? They'll keep blaming remote work... until all their best
employees leave for companies that actually know how to manage a distributed team.
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