Remote management isn’t just "same job, more Zoom."
It’s systems for trust, clear expectations, and deliberate communication so people can do great work without sharing a room or a time zone.
Here’s what actually helps.
Set expectations and build trust
Remote teams run on clarity. You can’t rely on hallway chats to fix ambiguity.
What’s worked for us:
Create “ways of working” docs for the team and “how to work with me” docs for individuals. Include preferred hours, response expectations, and escalation paths.
Be explicit about what success looks like for roles and projects.
Default to trust: measure outcomes, not green dots.
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