How to Lead Remotely: Remote Work for Managers

Remote work is nothing new. Most of our customers already have a more or less mobile workforce. But with the corona pandemic and social distancing, the topic has truly come into focus for every company — and it’s clear that remote work will become even more common in the future.

But what effects does remote work have on an organization? And how can you, as a manager, engage your team, build cohesion, and avoid conflicts when you can’t meet in person?

We’ve asked our customers and compiled their insights — more on that below.

Remote work is more than just a pandemic trend

Many global companies, such as Spotify and Google, already have long-term plans for remote work — even after Covid-19.

Take Google, for example. Earlier this year, they announced that their “work from home policy” would be extended at least until June 2021, and many believe parts of the policy will remain even post-pandemic.

Another example is Facebook. Earlier this year, CEO Mark Zuckerberg stated that he expects at least half of the company’s employees to work remotely by 2030.

And as is often the case — what starts in the US usually makes its way to Sweden.

What does it look like for Swedish companies?

In Sweden, the Public Health Agency still recommends that as many people as possible work from home until the end of the year. But even before the pandemic, the trend was clear.

A 2019 survey by Chef magazine showed that one in three Swedes works remotely more today than they did two years ago. Nearly three out of four Swedes also have the possibility to work from home, according to a SIFO study.

When we talk to our customers, we hear the same thing: remote work is here to stay. And being able to work from home has become increasingly important for many employees. As a manager, this is something you’ll need to adapt to — and the learning curve can be steep.

What can we learn from others?

Among our customers, there are many companies where remote work has long been a natural part of daily operations. From them, we’ve learned a lot — here are our best tips for leading remote teams effectively.

Encourage team connection

For employees who aren’t used to working from home, the silence and solitude can feel uncomfortable — especially over time. As a manager, you need to actively foster team spirit and a sense of belonging when it no longer happens naturally around the coffee machine.

Here are a few ideas:

• Create a virtual “coffee room” in lynes. Let it be a casual space where people can chat, joke, and share stories — just like at the office.
• Start each digital meeting with something light. A fun story, a photo, or a quick tip — anything that breaks the ice and builds personal connection.
• Celebrate wins — big or small. Working remotely can make achievements go unnoticed, so make an effort to recognize contributions, birthdays, or standout performances.

Even if it feels less natural than at the office, these moments are vital for stability and morale. Keep your regular one-on-one and team meetings — and always use video. Seeing each other helps maintain motivation and trust.

Check in regularly on how your team feels

Long-term remote work is unfamiliar territory for many. Use your one-on-one meetings to gauge how your team is coping.

Ask questions like:

• What do you enjoy most about working remotely?
• What challenges are you facing?
• How can I best support you during this period?
• Have I misunderstood any part of how you prefer to work remotely?

Plan for the future of your workplace

An article in Harvard Business Review suggests a “future-back” strategy to design the ideal hybrid workplace. Ask yourself:

How do I want my team to thrive in a remote or hybrid environment? What should our workplace look like in five years, and what steps do we need to take to get there?

Be more available than usual

Your team needs to know that you’re there for them. Schedule regular check-ins and make yourself reachable. In lynes, you can easily set “available for questions” times or leave a note on your profile.

Send a simple “How’s it going?” message to colleagues you’d normally chat with in the office — small gestures make a big difference remotely.

Communication becomes harder — so prioritize clarity

Communication can be tricky even in person, and remote work makes it even harder. To avoid misunderstandings, overcommunicate. Don’t assume things are obvious. Be explicit and clear, even if it feels repetitive.

Lead by example:

• Review your messages before sending to ensure clarity.
• Don’t hesitate to edit your messages if questions arise.
• Use One2One channels instead of direct messages in lynes to make conversations more structured.
• End messages with, “Did I miss anything?” to keep communication open.

In short: details and clarity go a long way.

Measure results — not time

Remote leadership requires a mindset shift. Instead of tracking hours, focus on results and deadlines.

lyn es helps with this:

• Schedule quick team syncs. In your Teams channel, ask everyone to share progress, blockers, and next steps. It builds transparency and accountability.
• Use presence statuses. If someone’s in a noisy café, they can leave a note like “Available in 2 hours.” You can fully customize how calls and notifications are handled.

Switch to video to prevent conflicts

Non-verbal communication is key — and text-based conversations often lack tone and nuance. If a discussion gets tense or unclear, move to a video call.

In lynes, it’s easy:

Click the person’s profile, start a call, and if needed, turn it into a conference by sharing the link with others.

You know your team best — use your insight into their dynamics to support them in the way that works best for you.

Want to learn more about how lynes can make remote work easier for your team?

Contact us — we’d love to show you how!

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