Stuck in Traffic? Maybe It’s Time to Work from Home! Tips for Leaders Managing Remote Teams

As remote work reshapes workplaces around the globe, Dubai is encouraging employees to avoid long commutes and embrace flexible work options. With a recent survey showing that 80% of remote workers are just as productive as in the office and 90% report smooth communication, it’s clear that the future of work might not involve a daily commute.

“For example, if 20 per cent of employees work remotely, traffic on Sheikh Zayed Road could decrease by 9.8 per cent and on Al Khail Road by 8.4 per cent. Additionally, flexible working hours alone could reduce traffic volumes by 5.7 per cent on Sheikh Zayed Road and 5 per cent on Al Khail Road,” authorities said in a press statement.

For those tired of long, slow drives to work, remote work offers a smart alternative, aligning with the UAE’s latest push to reduce congestion and emissions. Next time you find yourself moving slowly through traffic, consider the home office as a productive, stress-free option that’s also better for the environment.

“Remote work provides a unique opportunity for leaders to rethink their management styles. Success in remote teams comes from intentional strategies that build trust, accountability, and communication, ensuring that every team member feels valued and aligned with the organization's mission.” Stephane Gervais , Senior Consulting Partner at FranklinCovey Middle East, says.

Tips for Leaders to Manage Remote Teams Effectively

1. Focus on Clear Goals: Set specific objectives for remote team members to ensure everyone knows what’s expected. Clear goals replace the need for micromanagement, building trust while encouraging accountability.
2. Encourage Open Communication: Consistent, transparent communication helps remote employees stay connected and feel included. Regular updates, team check-ins, and opportunities to share input help everyone stay aligned.
3. Assign Collaborative Projects: Giving remote employees tasks that require collaboration with onsite colleagues fosters team connections and ensures they feel involved in key projects.
4. Recognize Remote Achievements: Celebrate the accomplishments of remote employees as you would for onsite team members. This recognition reinforces their contributions and helps maintain morale.
5. Be Accessible: Leaders should make themselves accessible to remote employees, creating more opportunities for check-ins and providing multiple ways for employees to reach out. Frequent communication keeps team members engaged and valued.
6. Focus on Outcomes Over Hours: Shifting from a time-based to a results-oriented approach empowers remote employees to manage their own schedules, which builds loyalty and trust.
7. Create Opportunities for Social Interaction: Start virtual meetings with casual conversation to build rapport and encourage team members to share personal updates. This builds a sense of community, helping remote employees feel part of a cohesive team.

FranklinCovey transforms organizations by building exceptional leaders, teams, and cultures that get results. For more information visit our wesbite www.franklincoveyme.com