Remote Work Reality Check: Learn these Leadership Skills to Drive Employee Productivity

When it comes to remote work and productivity, managers and employees often seem to be speaking different languages. According to our latest survey, there’s a clear disconnect: while 64% of employees feel that working more days from home would make them more productive, more than half of managers (61%) disagree. Assuming remote work is here to stay, this discrepancy is a clear sign that leaders need to rethink how they view employee productivity and adapt to the changing realities of today’s workforce.

The findings are striking. In a survey of 2,700+ professionals across Middle East Managers consistently held more skeptical views than employees about the impact of remote work on employee productivity, collaboration and team dynamics. 

This expectation gap — like the ones explored in our Talent Trends 2024 report — should be a serious concern for businesses.

 With 60% of the job seekers in our survey now able to work partially or fully remote, organisations must address this divide with stronger leadership skills — or risk losing top talent. 

Why remote work works: insights on employee productivity 

Our research highlights key factors driving employees’ preference for working from home – and some might challenge conventional thinking.  

For example, 85% of Middle East job seekers say they concentrate better when working remotely, while 72% report improved time management. Additionally, 50% say they’re less distracted by casual conversations, and 64% feel they perform better when they can control their environment, from lighting to temperature. 

Interestingly, many managers agree with their teams on these benefits. Our data shows similar numbers of managers and non-managers recognising the positive effects of remote work on concentration, time management, work-life balance and mental health. 

But there are still areas where opinions differ. Managers are more likely to see remote work as a drawback for: 

Collaboration and teamwork: 13% of managers feel remote work harms collaboration, compared to 80% of non-managers who actually believe it improves it. 

Relationships with management: While 68% of employees believe remote work improves their relationship with their manager, 58% of managers feel the same. 

Connections with colleagues: 7 of managers view remote work as damaging to team relationships, while only 5% of non-managers share this view. 

This data suggests that managers often view remote work as beneficial for individuals but detrimental to teams and overall productivity. It reflects not just an expectation gap but a deeper perception issue. It could be that many managers treat factors like well-being, work-life balance and mental health as separate from productivity, while employees see them as closely linked. 
It’s not about who’s right or wrong. Remote work is here to stay, and the challenge now is adapting leadership skills to better support and enhance employee productivity for remote teams. In the next section, we’ll explore ways to achieve this. 

Practical leadership skills to unlock employee productivity 

To truly bring out the best in remote and hybrid teams, leaders need to focus on what Harvard Business Publishing calls "human magic" – the powerful combination of meaningful connection, autonomy and support that drives outstanding performance​. Here’s how leaders can harness this magic to boost productivity across remote teams: 

Sharpen your communication 

In our survey, 78% of non-managers said that clear goals and expectations would boost their productivity while working remotely. Leaders need to focus on communicating with precision, breaking goals into milestones and holding regular check-ins. This means being clear about what success looks like and making sure everyone understands their role in achieving it. 

Build trust and let go of control 

Leaders of remote workers should move away from control-heavy management styles. Trust your team to handle their responsibilities and deliver results without constant oversight. Giving your team the space to work their way not only boosts employee productivity but also builds a culture of trust and accountability. 

Champion personal growth 

With 41% of non-managers saying access to training would encourage more productivity, leaders need to take an active role in supporting growth. Help employees strengthen soft skills like communication and leadership alongside technical skills, such as AI proficiency. By doing this, you create a pipeline of talent within your organisation while keeping your team engaged and motivated.

Lead with empathy and balance 

The blurred boundaries between work and life can impact productivity for remote employees. Leaders can help by modelling a healthy work-life balance and encouraging their team to do the same. Promote clear boundaries, like logging off at a set time, and emphasise the importance of taking breaks to recharge. Regular one-to-one check-ins aren’t just for tracking tasks – they’re a chance to understand how employees are managing their workload and identify ways to help them stay focused and productive.

Think more strategically about employee productivity 

Remote work calls for a fresh approach to how we measure success. Instead of focusing on hours worked, it’s time to look at what really matters: results. For example, you could track how well team members stick to agreed timelines, how happy clients are with their work or how they contribute to a positive team culture. These kinds of measures paint a clearer picture of productivity and show your team you trust them to deliver.  

Strengthen emotional intelligence 

Emotional intelligence is a must-have for leaders managing remote and hybrid teams. Tuning into your own emotions and understanding how your team is feeling, helps you build trust and create a supportive environment. When employees feel valued and understood, they’re more engaged, focused and motivated — leading to better results all around. 

Build meaningful relationships 

To boost productivity for remote workers, focus on building strong connections. Simple things like virtual coffee chats or team brainstorming sessions can help employees feel supported and part of the team. Taking time to recognise achievements during meetings also lifts morale and strengthens that sense of belonging, which keeps motivation and performance high.  

Stay agile and adaptable 

Leaders need to stay flexible and adapt their approach to fit each team member’s needs. Some remote employees might work best with clear structure, while others thrive with more freedom. Being agile as a leader means you can adjust to changing situations and keep your team focused on their goals, no matter what comes their way. 

The secret to better employee productivity? Better leadership skills 

Adapting to remote work means rethinking how your teams perform and thrive. By focusing on leadership skills like clear communication, relationship building and agility, you can close the gap between managers and employees. The result? A more engaged and productive workforce. With the right strategies and tools, remote work doesn’t just maintain productivity - it can take it to the next level. 
If you’re ready to sharpen your leadership skills further, download our Talent Trends 2024 report today. It’s packed with data, insights and practical tips to help you lead remote and hybrid teams with confidence and get real results.

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Methodology 
This survey is part of our Talent Trends insights-driven content offering. In addition to our annual Talent Trends survey, which gathers input from around 50,000 professionals worldwide, we also survey active job seekers three times a year on trending topics. This particular survey focuses on productivity in the workplace.