As the world continues to embrace remote work, organisations face a unique challenge: effectively engaging and developing a workforce that is not physically present. Traditional management practices often rely on proximity to assess performance and foster collaboration, but this approach seems to become increasingly outdated. To thrive in a remote environment, leaders must prioritise capability over proximity, focusing on the potential and adaptability of their teams rather than merely their physical location.

The new reality of work

Remote work has transformed the workplace landscape, offering employees flexibility and autonomy while presenting new challenges for organisations. Without the daily in-person interactions that define traditional office culture, companies must rethink how they engage their workforce. Proximity-based management can lead to a disconnect between leaders and remote employees, resulting in feelings of isolation and disengagement.

Rethinking engagement: Capability as the core focus

Fostering capability means recognising that employees are not defined solely by their immediate outputs but by their potential to grow, innovate, and contribute to the organisation’s success. Here are several strategies for engaging a remote workforce through a capability-driven approach:

1. Cultivate a growth mindset

Encourage employees to adopt a growth mindset, viewing challenges as opportunities for development. Providing resources for continuous learning—such as online courses, workshops, and mentorship programs—can empower teams.

2. Set clear expectations and goals

In a remote setting, clarity is crucial. Leaders should establish clear expectations and goals that align with the organisation’s vision. By focusing on outcomes rather than hours worked, employees can take ownership of their tasks, leveraging their unique capabilities to meet objectives.

3. Foster open communication

Regular communication is essential in a remote environment. Utilising technology to create channels for open dialogue ensures employees feel heard and valued.

4. Recognise and celebrate contributions

Acknowledging individual and team achievements can significantly enhance morale and engagement. Develop a recognition program that celebrates not only successes but also efforts and growth. Highlighting the capabilities of employees reinforces their value and inspires others to strive for excellence.

5. Encourage collaboration and innovation

Create opportunities for collaboration that leverage the diverse capabilities of your remote workforce. Facilitate brainstorming sessions, innovation challenges, or cross-departmental projects that encourage employees to share ideas and solutions. This collaborative spirit fosters a sense of belonging and taps into the collective potential of the team.

The role of leadership in a remote environment

Leaders play a pivotal role in fostering a capability-driven culture in remote settings. By shifting their mindset from managing tasks to developing people, leaders can create an environment where employees feel empowered to thrive. This means actively seeking opportunities to mentor and support team members, understanding their unique strengths.

Building a future-ready workforce

As we look to the future, organisations that prioritise capability over proximity will be better positioned to adapt to changing circumstances. By focusing on the potential of their remote workforce, leaders can cultivate a resilient and engaged team that drives innovation and success.

Final thought: How would you like to be treated?

As you reflect on these insights, consider this: in a remote work environment, would you prefer to be viewed merely as a resource that needs to be in proximity, or as an individual whom others can trust—someone whose current and future capabilities are recognised, along with their aspirations? This perspective is crucial for effectively engaging remote teams. By seeing employees as capable individuals rather than just resources, organisations can foster a culture that thrives on innovation and collaboration, regardless of physical location.

Embracing this capability-focused approach not only enhances employee engagement but also drives long-term organisational success.

About José Veloso

José Veloso is a partner at VALPEO. He works as a consultant specialising in leadership and organisational development. He works with executives, management teams and boards of directors. With many years of experience in business management and organisational transformation, he brings his expertise to a broad range of organisations.

About Dr. Laura Perret

Dr. Laura Perret is a Partner at VALPEO and Practice lead Sustainability. As a consultant in leadership and organisational development, she coaches executives, management teams and boards of directors. She has over 25 years of professional experience, including 14 years in management and 9 years in professional coaching.