Managing Remote Teams: What Great Remote Managers Do Differently

Running a business today often means leading people who don’t work in the same place or even the same time zone. While remote work has become more common, mastering remote leadership is not always easy when you’re not face-to-face with your team every day.

That’s where remote leadership comes in. Remote leadership is not just about holding virtual meetings or sending emails. It’s about finding better ways to connect, support, and guide your team, no matter where they are.

At AMB Performance Group, we coach business owners across the country on how to become better leaders through our leadership training and development programs. And when it comes to managing remote teams, the best managers stand out because they do things differently. Here’s what they do, and how you can, too.

According to a study by Buffer, 98% of people would like to work remotely at least some of the time for the rest of their careers, making remote leadership skills more critical than ever for business success.

Why Remote Leadership Really Matters

Remote leadership is more important now than ever before. As more teams work from home, or from anywhere, leaders need to learn how to guide and support people who aren’t sitting in the same room. It’s not just about keeping tasks organized. It’s about keeping people connected, motivated, and moving in the same direction.

You might be wondering: Isn’t it enough to give people their assignments and check in once in a while?

Not quite. When a team works remotely, they don’t get the same casual moments of connection that happen in an office, like hallway chats, quick questions, or lunch breaks together. Without strong remote leadership, these teams can quickly start to feel disconnected. That’s when problems start to show up.

Common Remote Team Challenges

For example:

• People may not be clear on what they’re supposed to do
• Communication can break down, leading to missed deadlines
• Team members might feel isolated, which hurts morale
• Small problems go unnoticed and turn into bigger issues
• Good employees may leave if they don’t feel supported

The Power of Intentional Remote Leadership

That’s why remote leadership matters so much. A good remote leader doesn’t just assign tasks; they create structure, offer support, and make sure every team member feels seen and heard. They keep communication flowing, even without face-to-face interaction. They help everyone stay focused on shared goals and feel like part of something bigger.

Understanding what is organizational leadership can help you build the systematic approach needed for effective remote team management.

And the truth is, remote teams can be just as productive, and sometimes more so, than in-person teams. But that only happens when someone is leading with intention. The best remote leaders understand how to use tools and communication to build a strong, united team, even when everyone is working from different locations.

So, if you’re leading a remote or hybrid team, don’t underestimate your role. Your leadership sets the tone. When you lead with clarity, trust, and empathy, your team can thrive, no matter where they are.

1. They Set Clear Expectations

One of the biggest things that separates great remote managers from the rest is how they communicate. When your team works remotely, they don’t have the chance to pop by your desk or ask quick questions in the hallway. That’s why setting clear expectations from the beginning is so important.

A strong remote leader doesn’t just say, “Make sure this gets done.” They take the time to explain what needs to be done, why it matters, who’s responsible, and when it needs to be finished. This helps everyone stay on track and avoid misunderstandings.

Why Clear Expectations Matter in Remote Work

You might be asking: Why do clear expectations matter so much in remote work?

Because when people aren’t sure what’s expected of them, they may slow down, second-guess themselves, or do the wrong thing entirely. That leads to wasted time, frustration, and extra back-and-forth emails trying to fix the problem.

When your team knows exactly what success looks like, they can work with confidence. They make better decisions, stay focused, and feel less stressed. That kind of clarity builds trust, and it helps your whole team move faster and work smarter.

Practical Ways to Set Clear Expectations

Here are a few ways you can set clear expectations as a remote manager:

Write out roles and responsibilities – Make sure every team member knows what their job is and how it fits into the bigger picture. A simple document outlining each person’s tasks can make a big difference.

Use project management tools – Platforms like Asana, Trello, or Monday.com help everyone stay organized. You can assign tasks, set deadlines, and track progress, so nothing gets lost or forgotten.

Hold regular check-ins – Weekly or bi-weekly check-ins give you a chance to review progress, answer questions, and adjust goals if needed. These meetings don’t have to be long; even 15 minutes can help keep everyone aligned.

Be specific, not vague – Instead of saying, “I need this soon,” say, “Can you send this to me by Friday at 3 PM?” Clear deadlines make it easier for people to prioritize their work.

Explain the ‘why’ behind the work – People do better when they understand why their task matters. Take a moment to connect the dots between their role and the team’s bigger goals.

When you take the time to be clear, your team doesn’t have to guess what you want; they already know. And that saves time, boosts performance, and reduces stress for everyone.

Great remote leadership starts with great communication. And setting clear expectations is one of the easiest and most powerful ways to lead with purpose.

2. They Care More About Results Than Hours

When managing a remote team, one of the biggest mistakes a leader can make is obsessing over how many hours someone is online. Just because a person is at their desk from 9 to 5 doesn’t mean they’re being productive. And just because someone prefers to work early in the morning or later in the evening doesn’t mean they’re slacking off.

Great leaders understand that remote work isn’t about clocking in and out; it’s about what’s getting done. That’s what good remote leadership is all about: trusting your team to manage their time and focus on results.

Focus on Accomplishments, Not Activity

You might be wondering: How do I know my team is working if I’m not watching the clock?

The answer is simple: look at what they’re accomplishing. Are they hitting deadlines? Are they producing quality work? Are they moving projects forward and solving problems? These are much better signs of success than tracking how many hours someone is active on a chat app.

Here’s why focusing on results works better:

• It gives people the flexibility to do their best work when they’re most focused
• It encourages responsibility and ownership over tasks
• It reduces burnout from trying to “look busy” instead of being effective

Building Trust Through Accountability

Remote employees often choose this setup because it gives them more control over their day. Maybe someone works better in the early morning before the kids wake up. Maybe another teammate hits their groove later in the evening. As long as the work gets done and done well, it shouldn’t matter exactly when it happens.

Instead of watching the clock, try leading with trust and accountability. Here are a few ways to do that:

Set clear goals and deadlines – Instead of telling your team to work specific hours, focus on what needs to be completed and when. A clear deadline helps your team prioritize and stay focused.

Talk about progress, not time – When checking in with your team, ask about how things are going and what they’ve completed. Avoid asking “how many hours did that take?” unless it’s truly necessary for planning.

Give people space to find their flow – Everyone works differently. Some need quiet, focused blocks of time. Others prefer to break up their day. Let your team work in a way that helps them be most productive.

Celebrate wins, not availability – Recognize your team for results, finishing a project, solving a tough problem, or helping a teammate, not for being online all day.

When you lead this way, you create a healthier, more productive work environment. Your team feels trusted, which leads to better morale and better results. Plus, it frees you up from micromanaging, so you can focus on leading your business instead of watching the clock.

In the end, the best remote leadership isn’t about hours, it’s about impact. Focus on what matters, and your team will too.

3. They Make Culture a Priority

One of the biggest myths about remote work is that culture doesn’t matter when people aren’t in the same office. But the truth is, company culture matters even more when your team is working from home or spread across different locations.

Understanding Remote Team Culture

You might be wondering: What is “company culture,” and why is it important for remote teams?

Culture is how your team feels about working together. It includes how people treat one another, how they communicate, and what kind of energy or values are shared within the group. When people feel like they belong and that their work matters, they’re more engaged, loyal, and motivated.

In an office setting, culture often happens naturally through small, daily interactions, like chatting by the coffee machine or having lunch together. But with remote teams, those casual moments don’t happen on their own. That’s why remote leadership requires extra effort to keep people connected.

Building Intentional Culture Moments

Great remote managers don’t leave culture to chance. They create intentional moments that bring people together and help team members feel like they’re part of something, even if they’ve never met in person. These moments don’t have to be big or time-consuming. Small gestures can make a huge difference.

Here are some simple and effective ways to build culture when managing a remote team:

Start meetings with a quick personal check-in – Before jumping into the agenda, take a minute to ask how people are doing. It could be as simple as, “What’s one good thing that happened this week?” These short conversations remind everyone that they’re working with real people, not just screens and tasks.

Celebrate wins and milestones together – When someone finishes a big project, hits a goal, or has a birthday, take time to recognize them. A quick shoutout during a team call or a fun celebration message in Slack can go a long way in making people feel appreciated.

Hold casual virtual hangouts – Not every meeting needs to be about work. Set up optional social time, like a virtual coffee break, trivia game, or team lunch over Zoom. These relaxed gatherings help people bond and build trust.

Share fun or personal updates in a team channel – Whether it’s photos of someone’s new puppy or a favorite recipe, having a space for casual posts helps your team connect on a more human level.

Encourage team traditions – Maybe it’s “Feel-Good Fridays,” where people share a positive story, or monthly awards for teamwork. Little rituals like these give your team something to look forward to and feel part of.

The Impact of Strong Remote Culture

If you’re thinking, “Do these things make a difference?”

Yes, they do. When team members feel connected to each other and the company, they’re more likely to speak up, support one another, and stay motivated. They’re also more likely to stay with your business long-term.

In short, good remote leadership doesn’t just focus on tasks, it focuses on people. And one of the best ways to support people is by creating a culture where they feel valued, included, and excited to be part of the team.

Culture doesn’t disappear just because the office does. It simply needs to be built differently, and with a little intention, it can be even stronger than before.

4. They Use the Right Tools and Keep It Simple

One of the biggest challenges with remote work is figuring out how to stay connected and organized when everyone’s working in different places. That’s where technology comes in. The right tools can help your team communicate better, stay on track with projects, and share important files. But here’s the key: you don’t need dozens of tools to do that.

Choosing the Right Tools Without Overwhelm

You might be asking: What tools should I use for my remote team?

It’s easy to feel like you need to sign up for every new platform out there. But in reality, using too many apps can slow your team down. Switching between different systems, remembering passwords, and learning how to use everything can get frustrating fast.

Great remote leadership means choosing just a few tools that meet your team’s core needs, and then making sure everyone knows how (and when) to use them. The goal is to keep things simple and effective. Many successful leaders also focus on how to develop leadership skills that work well in digital environments.

Essential Tools for Remote Teams

Here are some must-have tools that most remote teams find helpful:

Zoom or Microsoft Teams – These are great for video meetings, whether it’s a weekly check-in, a brainstorming session, or a quick one-on-one. Seeing each other’s faces helps build connection and trust, even from afar.

Slack – This is a great tool for quick updates, group chats, and casual conversations. Slack helps keep communication moving without flooding your inbox. You can create channels for different teams or projects, making it easier to stay organized.

Google Drive or Dropbox – These platforms are perfect for storing and sharing files. Instead of digging through old emails or asking someone to resend a document, everyone can access what they need in one place.

Project management tools like Monday.com or ClickUp – These tools help teams stay on top of deadlines and tasks. You can assign work, set due dates, track progress, and leave comments. It keeps everyone on the same page and helps projects run smoothly.

Creating Clear Guidelines for Tool Usage

But tools alone aren’t enough. The best remote managers also create simple rules about how those tools are used.

For example:

When should someone send an email versus a Slack message? – A good rule is to use Slack for quick, casual updates and email for more formal or detailed communication. That way, things don’t get lost or buried in the wrong place.

When should team members check in? – Setting expectations around response times helps avoid confusion. For instance, you might agree to respond to Slack messages within a few hours, but emails within one business day.

Where should documents be stored? – Make it clear where to save files and how to name them. That way, everyone can find what they need without guessing.

By keeping your tech stack simple and clear, your team will spend less time trying to figure out where to look and more time getting work done.

Supporting Your Team Through Tech Changes

Here’s one more question that often comes up: What if someone on the team doesn’t know how to use a tool?

That’s okay! Part of good remote leadership is offering support and training when needed. Host short tutorials, share step-by-step guides, or assign a “tech buddy” to help team members who need extra help.

At the end of the day, tools should make remote work easier, not harder. When you choose the right ones and set simple, consistent guidelines, your team can stay connected, organized, and productive, without the tech overload.

Remote work doesn’t have to be complicated. With the right setup and leadership, your team can thrive, no matter where they are.

5. They Help People Grow

Just because someone is working from home, or another state or country, doesn’t mean their career development should be put on hold. One of the most important parts of remote leadership is helping your team continue to learn, grow, and build their future.

Why Professional Growth Matters for Remote Teams

You might be wondering: Why does professional growth matter so much for remote teams?

Because when people see that their manager cares about more than just their daily tasks, they feel more motivated and loyal. They know they’re not just a worker behind a screen; they’re a valued part of the company’s future. And when your team members grow, your entire business grows with them. It’s a win-win.

Unfortunately, it’s easy for development to get overlooked in remote settings. Without those in-person conversations or hallway chats, managers may forget to ask about long-term goals. But great remote leaders make it a priority. They go beyond managing tasks, they invest in their people.

How Great Remote Managers Support Growth

Here’s how great remote managers support their team’s growth:

They set goals together during 1-on-1s – Regular check-ins aren’t just for updates on projects. They’re also a great time to talk about what each team member wants to learn or achieve. Whether someone wants to improve a skill, explore a new role, or take on more responsibility, your support can help them get there. Write those goals down and check in on them regularly.

They offer online courses or training opportunities – Remote teams have easy access to a world of learning. From short webinars to full certification programs, there are tons of resources out there. A great leader helps point team members in the right direction, or even offers a small budget or learning stipend so they can take a course that fits their interests.

They give people real chances to grow – Learning doesn’t always come from a course. Sometimes, the best development happens through experience. That’s why great managers let team members lead a meeting, take ownership of a project, or work on something outside their usual role. It helps people stretch their skills and feel trusted.

Additional Ideas for Remote Team Development

Here are a few more ideas to support growth in a remote team:

• Create a shared space for learning resources (like a Google Drive folder of helpful articles or videos)
• Invite guest speakers to team calls to share tips or industry insights
• Encourage peer mentoring or skill-sharing sessions within the team
• Celebrate learning wins, like completing a course or taking on a new challenge

Making Growth Accessible on Any Budget

And here’s a common question managers ask: What if I don’t have a big budget for training or conferences?

That’s okay! Growth doesn’t have to be expensive. Many platforms like Coursera, HubSpot Academy, and LinkedIn Learning offer free or low-cost options. Plus, just taking time to ask about someone’s goals and giving them a little more responsibility can go a long way.

At the end of the day, remote employees want the same thing as in-person ones: to feel like they’re growing and moving forward in their careers. As a leader, your support can make all the difference. When you help people grow, they feel more connected, more confident, and more committed to the work they do.

6. They Make Space for Honesty

When people feel safe to speak up, they’re more likely to share ideas and solve problems. Strong remote leadership includes building trust and encouraging open conversations.

Even though you’re not in the same room, you can still create a safe space where people feel heard and respected. This approach connects to collaborative leadership principles, where open communication drives better results.

How to build trust remotely:

• Ask how people are doing
• Be open about your challenges
• Listen without judgment or jumping to conclusions

7. They Treat Everyone as an Individual

What works for one person might not work for another. Great managers take time to learn what each team member needs to do their best.

Some people like written instructions. Others prefer a quick call. Some need flexible hours because of family schedules. Strong leaders make the effort to meet people where they are.

Tips for personalized leadership:

• Ask about preferred work styles during check-ins
• Offer different ways to communicate
• Be flexible when it helps someone succeed

Managing Remote Teams Isn’t Just About Tech, It’s About People

When people think about managing remote teams, they often focus on tools, video calls, chat apps, task trackers, and file-sharing platforms. And while these tools are important, they’re not the whole story. The truth is, leading a successful remote team is less about technology and more about people.

The Human Element in Remote Leadership

You might be asking: Isn’t using the right tools enough to manage a remote team well?

Not really. Even with the best apps and systems in place, your team still needs leadership that brings clarity, support, and human connection. Without that, the work might get done, but your team won’t feel motivated, valued, or engaged.

The Three Pillars of Remote Leadership

That’s why great remote leadership is built on three simple but powerful things:

Care – Show your team that you see them as people, not just workers behind a screen. Ask how they’re doing. Listen. Be flexible when they need support.

Clarity – Make sure everyone understands their role, responsibilities, and goals. Clear communication helps your team feel confident and keeps things moving smoothly.

Consistency – Be dependable. Check in regularly. Follow through on what you say. Build trust by being steady and reliable, even when things get busy.

The Impact of People-Focused Leadership

When you lead with care, clarity, and consistency, your team feels supported, and that’s what helps them do their best work. Whether someone is sitting in a home office, a coworking space, or across the country, they’ll be more motivated to contribute when they feel respected and included.

And here’s the best part: when your team succeeds, your business grows, too. A strong remote team can be just as productive, and sometimes even more so, than a team working side by side in an office. The key is how you lead them.

So, while tech is helpful, it’s your leadership that shapes the experience. Focus on building strong relationships, communicating clearly, and helping your team grow, and you’ll have everything you need to lead a remote team that thrives.

Research from MIT Sloan shows that companies with strong remote leadership practices see 25% higher employee retention rates and 18% better performance outcomes compared to those without structured remote management approaches.

Want to Build Stronger Remote Leadership Skills?

If you’re ready to improve your remote leadership style and lead your team with more purpose, we’re here to help. At AMB Performance Group, we work with business owners to help them grow stronger teams, make better decisions, and reach their goals.

Contact us today to learn how our coaching programs can support you and your team, whether you’re in the same office or spread out across the country.