What Makes a Great Manager in a Remote Workplace
Being a strong manager is never easy but in a remote workplace, it requires even more intentionality, structure, and empathy. For small to mid-sized companies operating in remote environments in any industry, people managers often serve as the glue between strategy and execution.
At The Hazel Group, we help business owners build the frameworks and habits that allow remote teams to thrive which starts with strong, empowered leadership.
Core Habits of Effective Remote Managers
Consistent, Employee-Driven 1:1s: Regular one-on-one meetings are the cornerstone of effective remote management. We recommend that managers hold 1:1s on a fixed cadence, at least biweekly, and ensure they are employee-driven. This gives team members a predictable space to raise priorities, ask for support, and receive feedback. When done consistently, these meetings build trust and reduce isolation in distributed teams.
Annual Skip-Level 1:1s: In addition to manager check-ins, organizations should schedule at least one skip-level 1:1 per year, where employees meet directly with their manager’s leader. This builds transparency, uncovers potential gaps in communication or support, and helps senior leaders stay connected to the employee experience.
Documented Expectations: Remote work demands clarity. Great managers maintain well-documented expectations, including responsibilities, workflows, and performance benchmarks. This supports consistency across time zones and ensures all team members have access to the same information regardless of location or hours worked.
A Central Source of Truth: High-functioning remote teams use shared, accessible tools to stay aligned. Whether it’s a company wiki, shared drive, or team dashboard, managers should create a central place for key processes, project trackers, links, and how-to guides. When employees know where to find information, it reduces bottlenecks and fosters self-sufficiency.
Coaching Over Control: Remote managers who coach rather than micromanage build stronger, more confident teams. That means offering guidance, asking questions, and focusing on outcomes not tasks. A coaching mindset also includes helping employees grow through stretch assignments, clear feedback, and development planning.
Relationship Building: In a remote setting, culture isn’t built around water coolers it’s built intentionally. Strong managers take time to build personal rapport, understand communication preferences, and create space for recognition and appreciation. It doesn’t have to be formal, a quick Teams message or shoutout in a team meeting goes a long way.
How The Hazel Group Supports Remote Management Excellence
Our team brings decades of combined experience designing and delivering manager training and coaching, both in practice and through formal education in Human Resource Development and leadership. We've supported new and seasoned managers across industries in building the skills needed to lead with clarity and compassion in distributed environments.
We work with clients to:
Train managers in effective remote communication and coaching
Build team operating rhythms that include 1:1s, standups, and retros
Develop expectation documents and team handbooks
Design performance management systems that work across distributed teams
Support manager enablement with guides, feedback templates, and HRIS integration
Facilitate employee feedback and skip-level connection strategies
We believe that great managers drive retention, engagement, and performance - especially in remote-first organizations.
Want to strengthen your management bench? Book a 30-minute consultation with The Hazel Group to create systems and training that elevate your remote people managers and support high-performing virtual teams.
