What Great Managers Do Differently: Mastering Leadership in Remote and Onsite Roles

In today’s rapidly changing workplace, the role of a manager is more crucial than ever. Whether you’re leading a remote team or overseeing an onsite workforce in high-pressure environments like healthcare, great managers share a common set of practices that set them apart. These practices not only enhance productivity and employee satisfaction, but also foster a positive and inclusive work culture. Here’s what great managers do differently and how you can succeed in both remote and onsite roles.

1. Cultivate Clear and Open Communication

Communication is the foundation of effective management, regardless of whether your team is remote or onsite. Great managers prioritize clear, concise, and frequent communication to ensure that all team members are aligned and informed.

For Remote Teams:

In a remote setting, communication is the lifeline of a team. Great managers make use of a variety of tools like messaging apps, video conference platforms, and email to maintain regular contact and ensure that information flows seamlessly. Regular check-ins and virtual meetings are essential for discussing project progress and addressing any concerns. Additionally, asynchronous communication tools such as Slack, Google Chat, or Teams can accommodate different time zones and schedules, making sure everyone stays connected without the pressure of immediate responses.

For Onsite Teams:

In high-stress environments like healthcare, effective communication can be a matter of life and death. Great managers ensure their team is well-informed, with a clear chain of command in place. Daily huddles or briefings help review priorities and address any immediate issues. Encouraging an open-door policy also makes team members feel comfortable bringing up concerns, which is vital for maintaining a safe and efficient workplace.

Tips for Effective Communication:

• Build trust by being available for quick questions or unexpected issues.

• Address problems as they arise; don’t let resentment build.

• Be transparent and confirm understanding — never assume clarity.

• Celebrate wins and praise achievements.

• Listen actively and ask what support your team needs from you.

• Provide constructive feedback on what’s working well and what isn’t.

• Align with your team by setting and agreeing on clear expectations.

2. Foster a Culture of Trust and Autonomy

Micromanagement can quickly erode trust, particularly in a remote setting. Great managers focus on outcomes rather than on processes, giving their team the autonomy to manage their own time and work.

For Remote Teams:

Great managers achieve this by setting clear expectations and goals, then stepping back to let their team take ownership. Project management tools such as Monday or Asana can be used to track progress without constant check-ins, allowing managers to focus on results rather than on the minutiae of how tasks are completed.

For Onsite Teams:

In the healthcare industry, where staff often operate under intense pressure, trust and autonomy are equally important. Great managers empower their teams to make decisions within their scope of expertise. Providing the necessary training and resources is key, after which managers trust their teams to carry out their duties effectively. Recognizing and rewarding initiative and problem-solving skills also helps reinforce this culture.

Tips for Building Trust:

• Eliminate unnecessary meetings to give your team more autonomy.

• Assign tasks clearly and set deadlines, trusting your team to deliver.

• Follow up if deadlines aren’t met, rather than hovering over every detail.

• Plan for proper PTO coverage so team members have time to recharge.

3. Prioritize Employee Well-Being

Employee well-being is a top priority for great managers, especially in today’s demanding work environments.

For Remote Teams:

Remote work can blur the lines between personal and professional life, leading to burnout. Great managers are proactive in promoting work-life balance by encouraging regular breaks and respecting personal time. Offering wellness programs and mental health resources, and being flexible with schedules, are also critical components of supporting employee well-being in a remote setting.

For Onsite Teams:

In demanding environments like healthcare, where the stakes are high, employee well-being is crucial for maintaining high standards of care. Great managers are vigilant about their team’s physical and mental health, implementing regular wellness check-ins, providing access to support services, and encouraging time off to rest and recover.

Tips for Fostering a Healthy Workplace:

• Encourage employees to take breaks, use their vacation time, and set boundaries between their work and personal life.

• To avoid overwhelming employees with a full inbox when they're out of the office, consider scheduling emails for their return or limiting non-urgent correspondence during their absence. This ensures a smoother transition when they come back to work.

• Offer access to mental health resources, such as counseling or employee assistance programs.

• Be mindful of workloads and avoid inundating employees with too many projects; offer assistance, reassess priorities, or reassign tasks as needed. 

4. Provide Opportunities for Growth and Development

Career development is a significant driver of employee satisfaction and retention. Great managers actively seek out opportunities for their team’s growth, even in demanding or remote settings.

For Remote Teams:

While career development can be challenging in remote work environments, growth is essential for maintaining motivation and engagement. Great managers invest in training and provide platforms for learning and development, such as online courses, virtual workshops, and mentorship programs. Encouraging team members to set personal development goals and supporting them in achieving these goals fosters a culture of continuous improvement.

For Onsite Teams:

In industries like healthcare, continuous learning is essential in keeping up with advancements and improving patient care. Great managers ensure their teams have access to ongoing education and training, facilitating attendance at conferences, workshops, and seminars, and encouraging certification in specialized areas.

Tips for Creating a Growth-Oriented Workplace: 

• Set up mentorship programs by pairing team members with mentors to guide their professional development. 

• Allow employees to incorporate time for learning into their work schedules.

• Offer ongoing education through in-house training sessions that focus on new technologies, procedures, or skills specific to your industry. 

• Publicly acknowledge and reward employees for completing training programs or earning certifications, showing your team that continuing education doesn’t go unnoticed.

5. Build a Strong Team Culture

A strong team culture is essential for engagement and morale, whether the team is remote or onsite. The more collaborative your team’s culture, the easier it’ll be for them to adapt, which is particularly important in environments that are constantly evolving.

For Remote Teams:

Creating a sense of community is essential to maintain engagement and morale in a remote workplace. Great managers find ways to build a strong, cohesive team culture despite the physical distance. This can be achieved by organizing virtual team-building activities and social events, using collaborative tools to facilitate informal interactions, and celebrating milestones and achievements together. Establishing a collaborative remote culture also means being open to new tools, processes, and ways of working.

For Onsite Teams:

In high-pressure environments like healthcare, a strong team culture fosters resilience and cooperation. Great managers focus on building a supportive and collaborative atmosphere by encouraging teamwork through regular team-building exercises, recognizing and celebrating team achievements, and promoting a culture of respect and mutual support. Encouraging team members to propose new ideas and solutions fosters a culture of innovation and adaptability, both of which are crucial for staying ahead in such a dynamic field.

Tips for Building a Dream Team:

• Promote cooperation over competition. Set up team projects, brainstorming sessions, or cross-functional collaborations to reiterate the idea that success is a group effort. 

• Proactively schedule quarterly team-building activities. Establishing a dedicated day on the calendar will give employees enough notice and will give you the opportunity to plan ahead.

• Stay informed about the latest work trends and technologies, and be open to experimenting with new tools and approaches to find what works best for your team.

6. Lead by Example

Great managers lead by example, demonstrating the behaviors and attitudes they expect from their team.

For Remote Teams:

In a remote setting, this means being transparent, reliable, and committed. Showing up to meetings on time, communicating openly, and meeting your own deadlines sets the tone for the rest of the team.

For Onsite Teams:

In healthcare, leading by example is vital. Great managers exemplify professionalism, dedication, and empathy in their interactions with both staff and patients. Being present and approachable, demonstrating the level of care and commitment expected from the team, and consistently modeling the behaviors you want to see in others are all critical for setting a positive example.

Tips for Being a Great Leader: 

• Whether remote or onsite, prioritize transparency by being respectful, concise, and clear in all interactions. This sets the stage for how team members should engage with one another.

• Actively seek input from your team and listen to their suggestions, signaling that you value their opinions and are willing to make changes based on their feedback.

• It may not always be smooth sailing, but by demonstrating a calm and solution-oriented approach when challenges arise, you set a positive tone for the team.

Conclusion

Whether you’re managing a remote team or an onsite workforce in a demanding industry like healthcare, the qualities and practices that set great managers apart are remarkably similar. By prioritizing clear communication, fostering trust, supporting employee well-being, providing growth opportunities, embracing adaptability, building a strong team culture, and leading by example, you can create an environment where your team can thrive.

Incorporating these practices into your management approach can make a significant difference in your team’s success and satisfaction. By focusing on what great managers do differently, you can become a leader who not only meets organizational goals, but also inspires and empowers your team to reach their full potential.

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