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 organisations globally.

Aim: Explore what drives engagement for people working remotely in Nigeria, surface practical strategies, and propose a usable recommendations framework.
Method: Qualitative, pragmatist study using in-depth semi-structured interviews and thematic analysis; cross-sectional; 24 remote and hybrid employees with varied demographics.
Key findings: Seven drivers of remote work engagement were identified: lifestyle benefits, technology, leadership and management, relationships and communication, work design, personal factors, and the physical environment. These are organised under four categories that map to POET (Personal, Organisational, Environmental, Technological).
The study offers a comprehensive framework for addressing challenges and optimising remote work experiences. Although rooted in Nigeria’s context, the lessons and strategies apply universally, helping leaders design engaging and productive hybrid and remote teams.

Key Findings and Insights

Here are 5 key insights from the study:

1. Technology is the make-or-break. In Nigeria, interruptions to electricity and internet repeatedly break flow and fuel frustration; many workers shoulder extra costs for generators, solar and backup data. Good equipment and secure collaboration tools are essential for engagement, not optional.

2. Lifestyle benefits are powerful positives. Flexibility, comfort and no commuting lift work life balance and productivity for most participants, though longer hours can creep in if unmanaged.

3. Remote work engagement as a context, a seven-factor model. The study identifies seven drivers—lifestyle benefits, technology, leadership and management, relationships and communication, work design, personal factors and physical environment, and groups them under four pillars: personal, organisational, environmental and technological (POET), proposing “remote work engagement” as a distinct, post-pandemic context.

4. Environment and national context matter. Workspace ergonomics, ambient conditions and country realities like traffic, blackouts and fuel scarcity materially shape engagement; organisations should assess individual needs and close infrastructure gaps with tooling, furniture, power and internet support.

5. Actionable, holistic playbook for practitioners. The recommendations framework steers leaders to targeted actions across all factors—flexible policies, leadership development and performance systems, allowances for power and data, and secure digital platforms—so efforts are coordinated rather than piecemeal.

Strategic Framework

This framework, developed from the study, identifies four core pillars- Personal, Organisational, Environmental, Technological (POET) factors that organisations should focus on to enhance remote work engagement:

Personal: This covers individual-related aspects such as lifestyle benefits and personal factors. It highlights how personal capabilities, commitments, well-being, and preferences (like work-life balance and autonomy) affect engagement.
Organisational: This includes leadership and management, relationships and communication, and work design. It reflects how organisational culture, HR policies, leadership style, communication practices, and meaningful work shape remote worker engagement.
Environmental: This covers the workspace, the wider physical environment, and national context. It recognises that engagement is also influenced by working conditions such as workspace design, ergonomics, infrastructure challenges, and even the socio-economic context of the country.
Technological: This includes infrastructure and digital tools. In remote work, technology is not just an enabler but a necessity, directly shaping whether engagement can be sustained through reliable power, connectivity, and effective software/hardware

7 Key Factors Influencing Remote Work Engagement

The 7 key factors influencing remote work engagement within the POET 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.

Publications and Articles

Explore articles on insights from the study:

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

Enhancing Engagement in Remote Work: A Strategic Approach

Hybrid & Remote Work Advisory and Implementation Support

Future Proof Your Workplace

From developing remote work policies to enhancing remote work engagement, a 3-step approach, Diagnostic, Strategy, Activation, helps you succeed with remote and hybrid work.

Diagnostic: Assess your organisation’s readiness to establish a baseline of organisational capabilities
Strategy: Co-create a tailored roadmap through collaborative workshops aligned with your plans and priorities, reducing trial and error, and improving adoption
Activation: Build organisational capability, deliver quick wins and sustainable progress through 30, 60, 90-day implementation support with policies, strategy, leadership training, remote engagement surveys, and monitoring

Remote Work Engagement Survey

The Remote Work Engagement Survey helps organisations assess and improve remote work effectiveness across four strategic pillars: Personal, Organisational, Environmental, and Technological.

Built on years of research and practical insights, the audit offers a quick yet comprehensive snapshot of how well your remote or hybrid teams are set up for engagement. It provides:

✅ Simple 5-point scale with scoring
✅ Instant personalised feedback
✅ Actionable recommendations for low-scoring areas

Valuable for:

Founders, CEOs and Business Leaders looking to build high-performing remote teams
HR Leaders seeking data-driven ways to improve remote engagement
Team Managers who want practical insights and tools to boost team performance

Start Survey Now

Contact Me

For inquiries on remote work research, collaboration, advisory and support to explore how this survey can be adapted for your organisation, please contact:

Dr. Adora Ikwuemesi
Email: adora@kendorconsulting.com
LinkedIn: linkedin.com/in/adoraikwuemesi