If you’re a CEO or senior executive, you have heard the blames and debates: that remote work leads to disengagement, limits creativity, leads to disengagement and makes teams harder to manage. And the solution? Bring everyone back to the office.
But after spending the last 3 years researching engagement—especially in remote settings—I can tell you this: remote work isn’t the problem. The real issue is that many organisations simply aren’t set up to make it work.
Now, let’s be clear—remote work isn’t for every business. If your operations require hands-on work, on-site production, or face-to-face services, remote work might not be a good option. But if you run a service-based business, especially one with knowledge workers, then remote work isn’t a threat—it’s an opportunity. It can boost productivity, cut costs, and give employees the flexibility they value. And if fully remote feels like too much, a hybrid model can strike the right balance.
That said, making remote (or hybrid) work successful isn’t as simple as handing out laptops and logging into Zoom. It takes planning, leadership, the right policies, and—a lot of intentionality.
The Real Benefits of Remote Work—When Done Right
Remote work isn’t just about employees skipping the dreaded commute. When done properly, remote work delivers real benefits for both businesses and employees:
- Higher Productivity: My research found that remote employees often get more done, thanks to fewer workplace distractions and the ability to structure their day around their peak focus times.
- Cost Savings: Companies save on office space and utilities, while employees save on transport and meals—win-win!
- Better Work-Life Balance: Employees who don’t spend hours commuting or tied to rigid schedules tend to be more engaged and less burned out.
But here’s the thing—you don’t just say, “Go work from home” and magically get these results. The businesses that make remote work thrive, invest in leadership development, policies, technology tools, and infrastructure.
Why Remote Work Fails (and How to Fix It)
A lot of leaders dismiss remote work because they tried it during the pandemic and didn’t see the benefits. But let’s be honest—working remotely during the pandemic wasn’t strategic remote work, that was survival mode. If you didn’t have the right systems, tools, or leadership approach in place, of course, it won’t work.
To do it right, businesses need to fix the common gaps that make remote work fail. Here are three big ones:
1. The Physical Workspace: Unconducive Environments Limit Productivity
One of the biggest things I found in my research—especially in emerging markets like Nigeria—is that the physical work environment really matters. Leaders often assume people can work effectively from their homes, but that’s not the case when your employees are dealing with issues such as Unstable electricity, slow or unreliable internet and noisy or cramped home environments. Their productivity will inevitably be substandard.
I spoke with employees who had to work from neighbours’ homes just to get electricity and others who constantly lost internet during important meetings. It’s frustrating, it’s stressful, and it’s 100% a business problem.
If you’re serious about making remote work successful, consider:
✅ Providing financial allowances for internet and power costs (some leaders will fight me on this one)
✅ Offering access to co-working spaces for employees who need a better setup
✅ Educating employees on setting up a productive home workspace
Because let’s be real—if people are working from a noisy bedroom with kids running around, they’re not going to be as productive as they would in a properly set-up office space.
2. Leadership & HR: Policies, Performance & Trust Matter
One of the biggest mistakes leaders make with remote work is treating it like business as usual—but just on a screen. It’s not. Leadership needs to shift, and HR policies need to evolve.
That means:
- Clear remote work policies (working hours, availability, expectations)
- Performance management based on outcomes, not micromanagement
- Regular but meaningful check-ins because nobody wants to feel like they’re working in a vacuum. The research supported monitoring as effective in bosting remote work engagement.
- Recognition and rewards for great work—out of sight shouldn’t mean out of mind!
Remote work doesn’t mean less leadership—it means better leadership. Give employees autonomy, hold them accountable for results, and support them with the right policies.
3. Tech Tools: Make or Break for Remote Success
Another big reason remote work flops? Companies don’t invest in the right technology.
You can’t expect employees to thrive remotely if they’re stuck using outdated tools or limited resources. If your team is struggling, ask yourself:
🔹 Are we using the right collaboration tools (Slack, Teams, Zoom)?
🔹 Do we have a solid project management system (Asana, Trello, ClickUp)?
🔹 Is our data secure and accessible via cloud storage (Google Drive, OneDrive)?
🔹 Do we have performance tracking tools that focus on results—not just screen time?
Because if your tech isn’t helping people work efficiently, it’s slowing them down.
Hybrid Work: A Smart Middle Ground
Still not sold on going fully remote? That is fine for many organisations. Hybrid work is a great option that balances flexibility with structure. But (and this is a big but), it needs to be intentional:
✅ Define which roles and tasks are best done in-office vs. remotely
✅ Set clear schedules and expectations for in-office days
✅ Ensure remote employees aren’t left out of key meetings or development opportunities
Hybrid work isn’t a compromise—it’s a strategy. And if you do it well, you’ll get the best of both worlds.
Final Thoughts: Remote Work Is What You Make It
Here’s the bottom line—remote work can fail if you don’t do it right. But when it’s done well? It’s a game-changer.
So, if you’ve been skeptical, I challenge you to take another look. Build the right infrastructure. Set clear expectations. Lead with trust. Make sure HR policies, performance management, and technology actually support remote teams.
And if fully remote doesn’t fit your organisation? That’s okay—hybrid is always an option.
But whichever model you choose, remember: success doesn’t happen by accident. It’s intentional and remote work requires a lot of intentionality.
Let’s stop blaming remote work and start fixing how we lead, manage, and support our teams for success in an evolving landscape.
Let’s get it right. 🚀
Adora Ikwuemesi
#RemoteWork #Leadership #HRStrategy #FutureOfWork #Productivity
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