Most arguments against remote working, where possible, originate from less-than-optimal management, which is often fixed through on-site micro-management, coercive leadership and sometimes by creating a culture of fear. Remote working improves focus, CSR and the work-life balance.

1. Remote working is the new norm; up-skill your teams so they don’t get left behind
Most arguments against remote working, where possible, originate from less-than-optimal management, which is often fixed through on-site micro-
management, coercive leadership and sometimes by creating a culture of fear. Remote working improves focus, CSR and the work-life balance.
Bogdan Ciocoiu
Many sectors, particularly those leveraging technology, would not require staff to attend a particular venue unless it is for formal reporting duties. I argue that formality and
bureaucracy, now, quickly fall short if put forward as arguments to justify unnecessary commuting and exposure to the current environmental challenges. Change is good.
Proactively encourage your staff to
innovate and embrace creative and
risk-assessed new ways of working
Invest in people by providing them
with training opportunities to develop
soft yet practical management skills
Tech tools are getting more and more
affordable; invest in remote working
platforms and SaaS systems
Create opportunities to have soft
conversations with staff who need a
gentle nudge every now and then
Help staff develop discipline by
setting up the first steps, such as daily
stand-ups and weekly lessons learnt
Create an active, unpredictable
environment to maintain the
responsiveness and agility of your staff
Create trusted relationships and
leverage BI dashboards to encourage
making informed decisions
Establish a sentiment of belonging at
the organisation level, by
understanding your people needs
TRANSFORMATIVE
SUCCESSFUL
ORGANISATIONS