My Research

Here, I share valuable insights from my research findings

Remote Work Engagement Research

Overview of the Research

My research, “A Strategic Framework for Enhancing Remote Work Engagement in Nigeria: Key Factors, Strategies, and Recommendations,” dives into the evolving world of remote work and provides practical solutions for organizations globally.

The study examines personal, organizational, technological, and environmental factors and offers a comprehensive framework for addressing challenges and optimizing remote work experiences. Although rooted in Nigeria’s context, the lessons and strategies apply universally, helping leaders design engaging and productive remote teams.

Key Findings and Insights

  1. Key Drivers of Remote Engagement

Factors such as leadership effectiveness, access to technology, and work-life balance significantly influence engagement.

2. Leadership as a Catalyst for Engagement

Leaders who establish clear expectations, foster trust, and provide regular feedback are critical to remote work success.

3. Addressing National and Contextual Barriers

Infrastructure gaps and socioeconomic differences can hinder engagement but can be mitigated through strategic planning and flexible policies.

Strategic Framework

This framework, developed from my research, identifies four core pillars that organizations should focus on to enhance remote engagement:

    • Personal Factors: Building individual resilience, promoting self-efficacy, and encouraging personal goal alignment.
    • Organizational Factors: Establishing strong leadership, fostering a culture of trust, and developing flexible work policies.
    • Environmental Factors: Addressing infrastructure challenges, promoting work-life integration, and understanding cultural nuances.
    • Technological Factors: Ensuring access to reliable digital tools, fostering effective virtual communication, and addressing digital literacy gaps.

Practical Takeaway

Organizations should develop leadership capabilities, provide resources for self-management, and customize strategies to suit diverse workforces.

7 Key Factors Influencing Remote Work Engagement

The 7 key factors influencing remote work engagement within this framework include:

  • Lifestyle Benefits: Providing flexibility, work-life balance, and support for employees’ well-being.
  • Technology: Ensuring access to reliable tools and virtual infrastructure for smooth remote operations.
  • Leadership and Management: Driving engagement through effective, supportive, and adaptive leadership practices, including HR policies and practices.
  • Relationships and Communication: Fostering collaboration, social connections, and effective team communication.
  • Work Design: Meaningful, impactful and fun work. Structuring jobs and tasks to balance job demands and resources effectively, supporting productivity and satisfaction.
  • Personal Factors: Recognizing individual motivations, personal challenges, and the role of well-being in driving engagement.
  • Physical Environment: Creating a conducive workspace, whether at home or in co-working spaces, that maximizes comfort and productivity.

The framework also includes metrics to help organizations track progress and improve engagement over time.

Publications and Articles

Explore insightful articles and publications designed to keep professionals informed, inspired, and ahead in their field.

7 Key Factors Influencing Remote Work Engagement: What Every Leaders Should Know

Finally, a Better Way to Measure Engagement in Hybrid and Remote Teams

Remote Work Skeptism: How Business Leaders can Unlock its Real Benefit

Remote Work Engagement Survey

This Remote Work Engagement Survey was designed by Dr. Adora Ikwuemesi to support organisations in assessing and improving remote work engagement across key strategic areas. 

Please rate each statement based on your experience working remotely. Use the scale below to indicate your level of agreement: 
1 – Strongly Disagree 
2 – Disagree 
3 – Neutral 
4 – Agree 
5 – Strongly Agree 

Scoring Guide:

81 – 100: Excellent Engagement – Maintain current practices and share success stories. 
61 – 80: Good Engagement – Identify and address specific areas for improvement. 
41 – 60: Moderate Engagement – Implement focused strategies to close gaps. 
Below 40: Poor Engagement – Immediate action required to improve remote work conditions. 
 
For any item rated 3 or below, refer to the recommended initiatives provided at the end of this document. 

Personal Factors

  1. I am able to maintain a healthy balance between professional responsibilities and personal life while working remotely.
  2. My workload is sustainable, and I rarely experience burnout while working remotely.
  3. Remote work arrangements have contributed positively to my overall well-being and quality of life.
  4. I remain motivated to complete my responsibilities while working remotely.
  5. I demonstrate the self-discipline required to maintain focus and consistently achieve work-related goals in a remote setting.
  6. I have access to resources and support that enhance my personal well-being while working remotely.

Organisational Factors

  1. My manager communicates clear goals and expectations tailored for remote work.
  2. I receive prompt and constructive feedback that supports my performance and development.
  3. Leadership cultivates a culture that recognises and supports the needs of remote employees.
  4. The organisation offers career development opportunities and recognises contributions from remote employees.
  5. I feel a sense of connection and collaboration with my team while working remotely.
  6. Communication with team members and management is clear, consistent, and transparent.
  7. The organisation facilitates virtual social interactions and team bonding experiences.
  8. I feel confident accessing support and resources when required.
  9. My role is well-defined and aligns with my professional strengths and interests.
  10. My work provides meaningful challenges that keep me engaged and motivated.
  11. The organisation empowers me to innovate and exercise autonomy in my responsibilities.
  12. The organisation integrates enjoyable and engaging experiences into the remote work culture.
  13. The organisation has well-defined policies and initiatives that support work-life balance in remote work settings.

Environment Factors

  1. I have access to a dedicated workspace that enables focused and productive work.
  2. The organisation offers guidance and resources to support an optimal home office environment.
  3. External factors such as power, internet, or local regulations rarely interfere with my remote work.
  4. The organisation accommodates alternative workspace options when home setups are not conducive.

Technology Factors

  1. I am equipped with the appropriate technology and digital tools to perform my duties effectively.
  2. Technical support is responsive and effective in resolving IT issues encountered during remote work.
  3. The digital platforms provided enable smooth and collaborative communication across remote teams.
  4. The organisation upholds strong cybersecurity standards and data protection for remote operations.

Recommended Initiatives for Low Scoring Areas

Personal Support Initiatives 

– Introduce time management and self-leadership workshops. 

– Provide wellness programmes and mental health resources. 

– Support career planning and development opportunities. 

Organizational Support Initiatives

– Offer leadership training for remote team management. 

– Implement structured communication and feedback channels. 

– Recognise and reward remote employee contributions. 

Environment Support Initiatives 

– Provide support for ergonomic home office setups. 

– Offer alternative workspaces or stipends for equipment. 

– Address national infrastructure constraints where possible. 

Technology Support Initiatives 

– Ensure access to up-to-date digital tools and systems. 

– Provide fast-response IT support for remote staff. 

– Conduct regular cybersecurity awareness training. 

Click to Download Remote Work Engagement Survey

Start Download

How to use the Survey

  1. Download the CSV for Foogle Gorms Import
  2. Open Google Forms
  3. Click “Import Questions” or use Add-ons like Form Builder to upload this CSV

Your form will be automatically populated with the questions from the file,  ready for use

Contact Me

For inquiries, support, or to explore how this survey can be adapted for your organisation, please contact: 
 
Dr. Adora Ikwuemesi 
Email: adora@kendorconsulting.com 
Website: www.adoraikwuemesi.com 
LinkedIn: linkedin.com/in/adoraikwuemesi 

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