How to Enhance Team Communication as a Remote Leader

One of the hardest balances to master as a leader is staying informed about your team’s work without crossing the line into micromanaging them. You want to support them, remove roadblocks, and guide outcomes without making them feel like you’re hovering. Here’s a framework I’ve found effective for maintaining that balance: 1. Set the Tone Early Make it clear that your intent is to support, not control. For example: “We’ll need regular updates to discuss progress and so I can effectively champion this work in other forums. My goal is to ensure you have what you need, to help where it’s most valuable, and help others see the value you’re delivering.” 2. Create a Cadence of Check-Ins Establish structured moments for updates to avoid constant interruptions. Weekly or biweekly check-ins with a clear agenda help: • Progress: What’s done? • Challenges: What’s blocking progress? • Next Steps: What’s coming up? This predictability builds trust while keeping everyone aligned. 3. Ask High-Leverage Questions Stay focused on outcomes by asking strategic questions like: • “What’s the biggest risk right now?” • “What decisions need my input?” • “What’s working that we can replicate?” This approach keeps the conversation productive and empowering. 4. Define Metrics and Milestones Collaborate with your team to define success metrics and use shared dashboards to track progress. This allows you to stay updated without manual reporting or extra meetings. 5. Empower Ownership Show your trust by encouraging problem-solving: “If you run into an issue, let me know your proposed solutions, and we’ll work through it together.” When the team owns their work, they’ll take greater pride in the results. 6. Leverage Technology Use tools like Asana, Jira, or Trello to centralize updates. Shared project platforms give you visibility while letting your team focus on execution. 7. Solicit Feedback Ask your team: “Am I giving you enough space, or would you prefer more or less input from me?” This not only fosters trust but also helps you refine your approach as a leader. Final Thought: Growing up playing sports, none of my coaches ever suited up and got in the game with the players on the field. As a leader, you should follow the same discipline. How do you stay informed without micromanaging? What would you add? #leadership #peoplemanagement #projectmanagement #leadershipdevelopment

I’ve been leading #remote teams for 17+ years, and I know firsthand that building strong bonds within the team doesn’t happen as organically as it might in an office. Remote work makes fostering meaningful connections more challenging—it just does. Stevie Case and I discussed this challenge on my podcast, and here’s what we’ve found works: 𝗙𝗼𝘀𝘁𝗲𝗿 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝘁𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗼𝗽𝗲𝗻𝗻𝗲𝘀𝘀. Build an environment where people feel comfortable sharing ideas, feedback, and wins. At SalesRoads, for example, we create opportunities for team intros to encourage connection across departments and recognize individual contributions in creative ways. 𝗦𝗽𝗮𝗿𝗸 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁. Be intentional about creating moments of connection—virtual game days, where the team hangs out and has fun together, or Slack channels like our “Water Cooler,” where people share updates, hobbies, and non-work-related moments. These small efforts help foster a sense of belonging. 𝗕𝗿𝗶𝗱𝗴𝗲 𝘁𝗵𝗲 𝗱𝗶𝘀𝘁𝗮𝗻𝗰𝗲. Steve also pointed out the importance of in-person retreats or offsite. If it's not feasible, focus on consistent virtual touchpoints to keep the team connected. For instance, I have a virtual lunch with every new hire. Just 30 minutes to get to know them and make them feel welcome. Since the key to feeling connected to work lies in feeling connected to the people you work with, it’s on us to intentionally create space for collaboration, trust, and engagement. What have you found works best for building bonds in a remote team? You can find the episode here ⟶ Sell Like A Leader Podcast #salesteam

I've spent over half of my career working remotely with distributed teams. Here's what I've learned about being a supportive teammate (and leader). 💬 Async communication Your team lives in different time zones and works different hours. Send your message and move on. Don't wait for them to reply. Let them respond when they're available. 📅 Meeting etiquette Face-to-face time is priceless when it comes to remote work. Use a meeting agenda to maximize your time together. Show up on time and respect your co-workers' schedules. Save the last few minutes of the meeting to align on next steps and action items. 📖 Documentation You can't walk over to a colleague and ask them a question when you're distributed. So the need for documentation is critical. Avoid knowledge silos by sharing processes, best practices, and how-tos in team documents. What are your tips for remote work? Let me know in the comments.

I’ve been leading a distributed team since 2015... And I’ve learned a few things. If you want to be a good leader – one that understands their team, support the needs of their team members, and helps everyone row together in the same direction – then there are some areas you have to level up on. In a nutshell, here are 6 of the most important things I focus on for running a remote team. 𝐒𝐡𝐨𝐰𝐢𝐧𝐠 𝐠𝐞𝐧𝐮𝐢𝐧𝐞 𝐞𝐦𝐩𝐚𝐭𝐡𝐲 𝐚𝐧𝐲 𝐭𝐢𝐦𝐞 𝐭𝐡𝐞 𝐭𝐞𝐚𝐦 𝐦𝐞𝐦𝐛𝐞𝐫 𝐞𝐱𝐩𝐫𝐞𝐬𝐬𝐞𝐬 𝐚 𝐩𝐫𝐨𝐛𝐥𝐞𝐦 𝐨𝐫 𝐟𝐫𝐮𝐬𝐭𝐫𝐚𝐭𝐢𝐨𝐧. 📋How to: Use The Empathy Formula to acknowledge the team member’s feelings based on facts. Here’s the formula: “It sounds like you’re (feeling) because/about (fact). “Here’s a real-life example: “It sounds like you’re feeling overwhelmed (feeling) because of the reduced number of people on the team (fact).” 𝐄𝐬𝐭𝐚𝐛𝐥𝐢𝐬𝐡 𝐚 𝐧𝐞𝐰 𝐨𝐧𝐞-𝐨𝐧-𝐨𝐧𝐞 𝐦𝐞𝐞𝐭𝐢𝐧𝐠 𝐫𝐨𝐮𝐭𝐢𝐧𝐞. 📋How to: Have a scheduled meeting at least twice per week over video conference. If these meetings are currently less frequent, use the same amount of overall time divided up over more meetings. Always have your camera on and ask that the employee does the same — it’s a way to build connection. 𝐓𝐚𝐥𝐤 𝐭𝐨 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦 𝐦𝐞𝐦𝐛𝐞𝐫𝐬 𝐞𝐯𝐞𝐫𝐲 𝐬𝐢𝐧𝐠𝐥𝐞 𝐝𝐚𝐲. 📋How to: If a meeting is not scheduled, call them on the phone and talk to them. Sometimes just a quick check-in call is all it takes for some days. One of the most important elements of being an effective manager is keeping lines of communication open with your team members, especially when it has nothing to do with assignments or project statuses. 𝐃𝐞𝐦𝐨𝐧𝐬𝐭𝐫𝐚𝐭𝐞 𝐲𝐨𝐮𝐫 𝐚𝐯𝐚𝐢𝐥𝐚𝐛𝐢𝐥𝐢𝐭𝐲. 📋How to: End your meetings with team members by encouraging the team member to contact you by phone or to request an unscheduled meeting. Answer the call if at all possible. 𝐄𝐬𝐭𝐚𝐛𝐥𝐢𝐬𝐡 𝐥𝐢𝐧𝐞 𝐨𝐟 𝐬𝐢𝐠𝐡𝐭 𝐚𝐧𝐝 𝐜𝐨𝐧𝐭𝐢𝐧𝐮𝐞 𝐭𝐨 𝐫𝐞𝐢𝐧𝐟𝐨𝐫𝐜𝐞 𝐢𝐭. 📋How to: Ensure work assignments, expectations, and deadlines are perfectly clear. Break down current goals into smaller chunks that are measured on a more frequent basis. Find opportunities during your one-on-ones to talk about how the specific work they do contributes to a specific team or company objective. This is not as obvious to them as it might be to you. 𝐃𝐨 𝐧𝐨𝐭 𝐡𝐨𝐥𝐝 𝐡𝐲𝐛𝐫𝐢𝐝 𝐦𝐞𝐞𝐭𝐢𝐧𝐠𝐬. 📋How to: For those leading hybrid teams, level the meeting playing field so all team members can contribute equally. This is best practice in general, and particularly important for the struggling team member. If some of the team members are in the same location and some are remote, have the onsite team members split up and join from their own computers. It equals the playing field. Tell me ⬇️ some of your best tips for leading distributed teams!

Trust is built through small, consistent interactions. I was coaching a leader today who realized their efforts to implement a new business approach and processes have shifted their team culture to be fully task-focused. They are feeling less connected to their people and sense they don't truly know how people feel at work. Do team members feel engaged? Are they motivated to do their work? Do they trust the direction the leadership is going? This is such an important awareness this leader tuned into. Interpersonal connection creates a foundation of trust to get the work done even more efficiently and collaboratively. The good news is that trust can be strengthened through small, consistent behaviors. A few steps to boost trust and connection with a team in small ways: 🌟 Acknowledge the current reality and the shift you want to see. Own up to the way you have contributed to a culture that has not invested in helping people feel socially connected. Share the kind of culture you want to move toward creating, where people feel seen and engaged. 🌟 Create regular rhythms. Build moments to personally connect into pre-existing rhythms. A few examples are: 🙌 Start meetings with a space to share weekly wins. What do people want to celebrate? 🙌 Do an online check in at the start of the day. If you primarily interact online, ask people to share a word about how they're feeling that day or a highlight from their week so far. 🙌 Plan in-person check ins. If you work in-person or in a hybrid environment, intentionally set days/times to walk through the physical space when your people are in, so you can see how they're doing. 🙌 If you're fully digital, consider integrating a personal check in at the beginning of regular one-on-one meetings. 🙌 Let team members share. This could be as simple as taking two minutes to answer a question like, "What is one work accomplishment you're most proud of?" or "You can come to me for help with..." in the chat or an in-person meeting. 🌟 Assess your system. If senior leaders model only talking about tasks, if people are rewarded only for completing tasks, if the majority of meetings focus only around tasks, then your system will not support efforts to value and grow the people doing those tasks. Consider how to model, reward, and talk about social connections. How else do you create trust-building rhythms in your teams and organizations? #leadership #connection #trustiskey __________________________________ If you're looking for support to help your organization build trust and create rhythms and systems that build psychological safety and innovation, let's connect!

A question I hear far too often: “How can I make my team feel heard?” Here are 7 things I’ve learned: 1. Active Listening Make an effort to understand the message behind the words. • Focus on the speaker • Listen without planning a response • Nod, make eye contact, and subtly summarize their points This attentiveness shows genuine concern - they'll know you're fully engaged. Give them the power of your undivided attention. 2. Regular 1:1s Private check-ins make a big difference. They're opportunities to voice concerns or ideas they might not share in a group. Everyone has different needs. Provide individualized feedback and tailored support. Check in on them beyond their job description. 3. Anonymous Feedback Not everyone is comfortable giving direct feedback - it takes practice. Providing an anonymous way to do so can uncover issues you weren’t aware of. Act on this feedback where appropriate, and your team will see that every voice matters. Listen to everyone without bias. 4. Empathetic Responses Empathy in leadership is crucial. Phrases like “I can see how that's frustrating” or “That sounds challenging” validate experiences and encourage further sharing. Don't lead like a robot - show that you have a heart and care. Nothing is as powerful as feeling like you’ve been understood. 5. Encourage Participation Make it known that your meetings are a safe space. Just because you know it doesn't mean others do. No judgment. No fear of being "wrong." It's a refreshing reminder, especially for quieter members who don't often participate. 6. Follow-Up Actions Listening is fundamental, but action speaks louder. • If someone raises an issue or suggestion, follow up on it • If you can’t implement their idea, explain why Show that their input was valuable enough to warrant consideration. Then thank them for it. 7. Regular Team Surveys This has been a game-changer for my team. Craft surveys that cover the entire work-life spectrum. Encourage detailed, open-ended responses. Come back to them in 60 days to assess progress and uphold accountability. Discussing these insights together shows you're truly invested in their needs. Making your team feel heard is about cultivating an environment of trust and openness. It’s a blend of active listening, empathetic leadership, and taking tangible actions based on feedback. When your team feels heard, they feel valued. And a valued team is an empowered team. That's a wrap! If you enjoyed this: 1. Follow me Evan Nierman for more of these 2. Subscribe to my newsletter for more breakdowns like this: https://lnkd.in/g8MF5-6g

This morning, I had a great discussion with a colleague about the nuances of effective communication in a remote environment. Here are a few key takeaways: In my experience, one of the most powerful tools in any professional's toolkit is communication. Whether we're collaborating on projects, discussing career goals, or navigating challenges, the way we communicate shapes our outcomes. Effective communication isn't just about speaking clearly—it's about listening actively, understanding different perspectives, and creating an environment where everyone feels heard. Working remotely has changed the way we connect, collaborate, and communicate. In a virtual environment, clear and intentional communication becomes even more critical. Without the luxury of casual in-person interactions, every message, video call, and email carries more weight. I've learned that the key to thriving in remote work is not just speaking up but listening and creating spaces for others to feel comfortable doing the same. Here are a few tips I’ve picked up in my experience as a recruiter and HR professional: 1️⃣ Set clear expectations: Don’t leave anything to guesswork. Outline communication preferences, deadlines, and deliverables upfront to avoid confusion later. 2️⃣ Leverage video calls wisely: Face-to-face communication is still crucial, even virtually. But be mindful of “Zoom fatigue” and balance calls with async methods. 3️⃣ Use async communication effectively: Not every message needs an instant response. Platforms like Slack or email can reduce interruptions and give people time to think through solutions. 4️⃣ Document everything: Meeting notes, project updates, and decisions should be easily accessible so everyone stays in the loop—even if they miss a meeting. 5️⃣ Ask open-ended questions: Encourage deeper conversations by asking questions that spark ideas and insight, rather than just seeking yes/no answers. 6️⃣ Respect time zones and boundaries: Understanding and respecting different working hours is key to maintaining a healthy work-life balance. 7️⃣ Celebrate wins (big and small): Remote work can feel isolating, so make it a point to recognize individual and team accomplishments. A little appreciation goes a long way! What strategies have worked for you in your professional career to keep your teams engaged and excited to "come" to work every day? Let’s share ideas and keep the conversation going! #RemoteWork #Communication #Leadership #Teamwork #HR #WorkFromHome #Empathy #Collaboration

I've learned a lot and am still learning as a leader of a fully remote company. As leaders, we are to: → Improve internal communication despite the lack of nonverbal cues. → Establish a sense of teamwork and collaboration remotely. → Encourage our team to remain committed and focused despite being physically separated. → Ensure our team is sufficiently supported. So today, I will share the secret behind my success in leading Phoenix Virtual Solutions. 1. Regular check-ins, feedback, and resources to encourage career growth. 2. Allow my team to share their thoughts and suggestions openly. (Just because we're leaders doesn't mean we know everything. You'll be surprised how much value you'll gain from their insights.) 3. Invest in team-building activities, icebreakers, and informal social interactions to strengthen team bonds — and not just for having it. 4. Clearly define their roles, responsibilities, and performance metrics. While also providing autonomy, trusting them, and celebrating team and individual achievements. 5. Encourage breaks and offer ways to combat isolation and burnout. 6. Last but not the least: BE APPROACHABLE & LEAD HUMBLY. By applying these principles, I've built a thriving virtual team culture where they feel valued, connected, and empowered to do their best work. Are you leading a virtual team? Share your challenges and experiences in the comments below! #leadership #virtualwork #healthcare #empowerment #teamwork #communication

In a remote work environment, team members often hesitate to speak up or share feedback. As leaders, we can break this silence by modeling the behavior we want to see—vulnerability and openness. Here’s how to lead by example and create a culture of trust and collaboration: 1. Share Your Own Challenges • When leaders are transparent about their struggles, it creates a safe space for others to do the same. • Example: “I’ve noticed that virtual meetings can sometimes feel less engaging. What ideas do you have to make them more interactive?” 2. Actively Seek Feedback • Encourage team members to provide feedback on your leadership and processes. • Example: “I’d love your thoughts on how I can better support you in achieving your goals. What’s working? What could I improve?” 3. Act on Feedback Publicly • Demonstrate that feedback is valued by implementing suggestions and acknowledging their source. • Example: “Thanks to Sarah’s idea, we’ve added a quick check-in at the start of each meeting to make them feel more personal. Let me know how it’s working for you!” 4. Frame Feedback as Growth Opportunities • Normalize the idea that feedback is about growth, not criticism. • Example: “I recently received feedback about how I manage time during meetings, and I’ve started using an agenda to stay on track. It’s been a game-changer!” Why It Works: When leaders show humility, accept constructive feedback, and demonstrate action, it sets the tone for the entire team. Vulnerability isn’t a weakness—it’s the foundation for building trust and collaboration in remote environments. What’s one way you’ve used openness to encourage your team? #team #leadership #remote —— 🔔 Follow me here on LinkedIn for clear, concise insights into leadership and the life science space! 📩 Subscribe to the Med Info Monthly newsletter for deeper dives into topics important to the medical information space.

For many, having a remote team is THE setup. But underneath it all, it's also challenging. It's comfortable in the sense that: Your team doesn't have to commute. You don't need to pay for an office space. It sounds like a dream setup. And in many ways, it is. But being remote comes with real challenges: People get siloed. You can't "read the room" on Zoom or Slack. Delays happen because of timezone differences. So this makes it hard to: Get aligned. Gain momentum. Have consistency. Build connections. But it's not impossible. You just have to be intentional. Here are some of the things I've implemented: Complete communication ➝ When you message, give the full context. ➝ Include links to files or websites if needed. Over-communicate  ➝ Be transparent about what's going on. ➝ And ask them to do the same. Make time for team building ➝ 5-minute meeting mood boosters (We do this on Mondays). ➝ Schedule a virtual Christmas party. Meet up in person once a year ➝ Host an annual retreat or team meetup. ➝ Even a simple dinner goes a long way. Clarify response time expectations ➝ Don't assume people know when to reply. ➝ Define what "urgent" means in your team. Use async and sync tools—intentionally ➝ Async is great for deep work. ➝ Some things need a real-time call. Communication isn't harder in a remote team. It's just different—and requires more intention. Helpful?  ♻️Please share to help others. 🔎Follow Michael Shen for more. #RemoteTeamManagement #ManagingRemoteTeams #Communication