Remote Work

Is Remote Work the Problem, Or Is It Management?

Lyft’s recently appointed CEO, David Risher, has unveiled a fresh alteration in the company’s work paradigm: Employees will be expected to make a comeback to the physical workspace soon.

While this will only be for 3-4 days per week, it has shaken the business world’s view of remote work going forward. Risher mentions deteriorating relationships and diminishing work output in his announcement, but is that a legitimate excuse?

Truthfully, a remote team calls for engaged, talented managers. And that is most likely the issue, not remote work itself.

Managing a Remote Workforce is Demanding


Managing a remote workforce while maintaining high-quality standards can indeed be a challenging feat. However, with the right approach and strategies in place, a company’s management team can ensure that work quality remains at its peak.

One of the key aspects of managing a remote workforce effectively is establishing clear expectations and goals. It is crucial for managers to communicate their expectations regarding work quality explicitly. By setting clear standards and objectives, employees understand what is expected of them and can strive to meet those expectations. This can be done through regular team meetings, one-on-one discussions, and written guidelines. Managers should also emphasize the importance of maintaining high-quality standards and the impact it has on the overall success of the company.

Another vital aspect is providing the necessary tools and resources for remote employees to excel in their work. This includes ensuring that employees have access to the required software, hardware, and communication platforms. When employees have the right tools at their disposal, it becomes easier for them to produce high-quality work.

Additionally, managers should provide adequate training and support to help remote workers adapt to new technologies and workflows. Regular training sessions and workshops can also be organized to enhance specific skills and address any knowledge gaps.


Effective communication plays a significant role in maintaining work quality in a remote setup. Managers need to establish open and frequent channels of communication with their remote employees. This can be done through video conferencing, instant messaging platforms, and regular check-ins. Regular communication not only helps clarify expectations but also allows managers to provide feedback and guidance on the quality of work. Encouraging an environment of open communication where employees feel comfortable seeking clarification or raising concerns is essential.

To ensure high-quality work, managers should also focus on fostering a culture of accountability and ownership among remote employees. When employees take ownership of their work and are held accountable for their actions, they are more likely to produce high-quality results. Managers can promote this culture by recognizing and rewarding employees who consistently deliver excellent work.

Additionally, establishing clear performance metrics and conducting regular performance evaluations can help track individual and team progress.

Building a sense of community and team spirit among remote employees can also contribute to maintaining work quality. Encouraging virtual team-building activities, fostering opportunities for collaboration, and recognizing individual and team achievements can help create a positive work environment. When employees feel connected to their colleagues and the overall company, they are more motivated to produce high-quality work.

Lastly, it is essential for managers to lead by example. They should demonstrate a strong work ethic, professionalism, and a commitment to quality in their own work. When employees see their managers prioritizing work quality, they are more likely to follow suit.

Company Retreats Are More Important Than Ever


In a remote work environment, fostering a sense of camaraderie and togetherness among employees can be a challenge. However, corporate retreats have emerged as a powerful tool for building relationships among a dispersed workforce.

Corporate retreats provide a break from the usual work environment and encourage face-to-face interactions, crucial for building rapport. Employees have the chance to know their colleagues on a personal level, not just as names or faces on a screen. They can share experiences, understand different perspectives, and form connections that strengthen team cohesion.

A study by the Harvard Business Review suggests that teams that socialize outside of work can increase their performance by up to 20%. The causal link here is trust: retreats foster trust, which is known to significantly improve collaboration and efficiency. By taking employees out of their usual context, retreats can lead to more open and meaningful communication, increased trust, and improved performance.

Additionally, retreats can have positive effects on employee engagement and satisfaction. A 2017 study by Gallup found that highly engaged teams show 21% greater profitability. Given the potential for retreats to build connections and engagement, they represent an investment with the potential for significant returns.


One popular retreat destination is the countryside, where a variety of team-building activities can be held. This could include hiking, team games, or even camping. These activities not only encourage team collaboration but also provide a change of scenery from the typical office or home workspace. A nature-filled corporate retreat in Utah, for instance, can also have a de-stressing effect, which can be beneficial for employee wellness. Team retreats to Jackson Hole are famous for their proximity to Grand Teton and Yellowstone.

For more tech-oriented companies, retreats in cities like San Francisco or New York, full of tech culture and history, can be inspiring. Activities could include tech workshops, industry guest speakers, or tours of leading tech companies.

In a more luxurious vein, a retreat to a beach resort can offer a mix of relaxation and fun team-building activities, such as beach volleyball or group yoga classes. This type of retreat is great for rejuvenating the team and fostering strong interpersonal relationships.

However, the destination or activities are secondary to the main goal of retreats: building a more cohesive, engaged, and high-performing team. Companies need to carefully plan their retreats to suit their team’s specific needs and ensure that they are not just a break from work, but also a platform for relationship-building, engagement, and ultimately, improved performance.