To support remote teams effectively, leaders must be intentional, adaptable, and forward-thinking. More than a month into national lockdowns and the shift to remote work, businesses are now entering a new phase—one that demands clarity, compassion, and strategic leadership. While the initial shock of shutdowns has faded, the need for a long-term plan has only intensified.
Companies that rise to this challenge will be those that not only survive the current climate but also emerge with stronger, more resilient teams. Below are actionable strategies for how to support remote teams while maintaining productivity and morale, without losing sight of your firm’s long-term goals.
Support Remote Teams the Most
The first step to support remote teams is simplification. Many businesses are operating with reduced staff or limited operational bandwidth. Employees are juggling childcare, homeschooling, and rising anxiety levels, all while trying to meet deadlines from kitchen counters or bedroom desks.
This is the time to eliminate non-essential tasks and focus on critical operations. Asking your team to complete low-priority work under high-stress conditions can reduce morale and productivity. Instead, take a long-term view: ensure that your most essential functions are being maintained and your team feels empowered to succeed without burnout.
When this is over—and it will be—you want to reopen your doors with a strong, committed, and grateful team. That process starts now, with thoughtful prioritization.
Support Remote Teams Through Intentional Communication
Open, consistent communication is vital. More than ever, your employees need to hear from leadership. Updates about your business, strategic pivots, or any decisions made in response to COVID-19 should come from reliable sources and be communicated with both clarity and empathy.
Use multiple platforms—email, team huddles, video check-ins—to ensure your message is heard and understood. Share updates not only on workflow, but also on health policies, schedule adjustments, or even helpful tips for working from home. It’s important to over-communicate during uncertainty rather than risk leaving your team in the dark.
Also, encourage leaders and managers to check in individually with their teams. Create opportunities for employees to voice concerns, ask questions, and feel heard. These conversations not only boost morale but also provide insight into what your workforce really needs.
And don’t forget culture. Now is the perfect time to reinforce inclusive values. Make it clear that your company has zero tolerance for discriminatory behavior, including insensitive comments about COVID-19 and its origins. Setting a strong, inclusive tone from the top is essential.
Be Flexible With Expectations and Policies
One of the most impactful ways to support remote teams is by being flexible. The traditional 9-to-5 workday has been challenged by the realities of at-home work: shared spaces, caregiving responsibilities, and unpredictable schedules.
Avoid micromanagement. Focus on results, not hours logged online. If a project takes longer than expected, seek to understand what’s getting in the way. Is it a tech issue? A policy bottleneck? An unrealistic timeline?
Give employees the autonomy to do their best work under difficult conditions—and revise expectations where necessary. Even small shifts, like extending deadlines or allowing asynchronous work, can make a big difference.
Not every company can support remote work for every role, but for those that can, offering flexibility is a sign of trust. Trust breeds loyalty, and loyal employees are your greatest asset.
Support Remote Teams and Meaningful Benefits
The best way to support remote teams isn’t just through words, but through action. Where feasible, consider implementing small but impactful benefit adjustments:
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Extended Leave Policies: Allow team members to carry over unused leave or provide additional PTO to reduce stress and limit travel during high-risk periods.
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Improved Insurance Access: Boost healthcare coverage or provide temporary options for those who may not qualify under your standard plan. Even offering mental health resources can have a powerful impact.
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One-Time Financial Bonuses: If your budget allows, a modest bonus or stipend can ease financial strain and show your appreciation. This goodwill will be remembered.
Even simple measures—like subsidizing home office equipment or providing access to professional development—signal that you’re invested in your employees, not just their output.
Embrace a New Style of Leadership
To truly support remote teams, leaders must evolve. The COVID-19 crisis has redefined what effective leadership looks like: no longer top-down, but collaborative, transparent, and agile.
At Hiring & Empowering Solutions, we recognize this shift. That’s why we’ve created the 66-Day Law Firm Turnaround—a virtual program designed to develop strong leaders and empower legal teams to thrive, not just survive. This program is tailored specifically to law firms and guarantees measurable results in just 66 days.
Now is not the time to return to “normal.” It’s time to reimagine how we lead and build teams that are ready for whatever comes next.
Resources for Empowered Leadership
Explore our free resources at hiringandempowering.com to access leadership tools, remote team strategies, and legal team empowerment techniques. Learn more from our blogs, and don’t miss our weekly podcast episodes featuring expert insights and practical takeaways to help you stay ahead.