Building Engaged and High-Performing Remote Teams: HR’s Guide to Supporting Managers

Remote work isn’t just a passing phase; it’s redefining how we connect, collaborate, and lead teams. For HR leaders, this shift places us at the forefront of a transformative journey—one that calls for equipping managers to foster high-performing, deeply engaged remote teams, even when miles separate them. The challenge? Creating a remote culture where trust is foundational, accountability feels effortless, and teams genuinely connect and stay motivated.

So, how can HR set up managers for success in this remote-first world? It starts with intentional strategies designed to build a cohesive team culture and an environment where trust isn’t just encouraged but ingrained. HR can guide managers to emphasize transparency and communication, so team members feel empowered, not micromanaged. This type of trust-based leadership not only boosts engagement but also promotes a sense of ownership, where accountability becomes a natural part of each employee’s day-to-day.

But trust alone isn’t enough. Accountability and motivation are key to keeping remote teams performing at their best. Regular check-ins, clear goal-setting, and accessible mentorship are some of the strategies that give remote employees a sense of purpose and direction. HR’s role is to help managers hold their teams accountable in ways that are supportive, fostering a growth mindset rather than a pressure-cooker atmosphere.

Curious about how to foster connection and camaraderie across distances? Creative team-building activities, virtual check-ins, and personalized mentoring can make remote work feel anything but remote. In this new era of work, HR is the driver, empowering managers with the tools to cultivate an energized, motivated, and resilient remote team culture. Embrace these strategies, and watch as remote teams not only adapt but thrive, delivering outstanding results while feeling genuinely connected.

Training Managers to Foster Engagement and Performance in Remote Teams

To cultivate engaged and high-performing teams, HR must first ensure managers feel confident and capable in their leadership role. Remote management isn’t a “set it and forget it” job—it requires thoughtful strategies to bring out the best in each team member. Training should cover critical areas like trust-building, communication, accountability, and team-building in the virtual space. A good starting point? Encourage managers to set clear, structured expectations from the beginning, which becomes the foundation for every project and interaction that follows.

Effective communication is central to remote management success. HR should coach managers on maintaining open, regular communication, helping them understand that clarity reduces confusion, while frequent updates keep employees connected to their work and each other (HR Collaborative, 2023). An essential part of communication is listening, so encouraging managers to listen actively and empathetically in team calls is key. HR can train managers to read between the lines in virtual settings—paying attention to tone, word choice, and response times as cues to employees' engagement and well-being.

Encouraging Trust and Avoiding Micromanagement

Micromanagement is one of the quickest ways to kill motivation and trust in a remote setting. When people feel that every move is scrutinized, it sends a message that they’re not trusted, leading to disengagement. HR can teach managers how to build trust and encourage autonomy, allowing employees the space to approach tasks in their own way.

One effective way HR can support trust-building is by promoting a results-oriented management approach. Encourage managers to focus on goals, outcomes, and deadlines rather than obsessing over time-tracking. This shift enables team members to feel trusted to work at their own pace, while managers can hold people accountable based on deliverables rather than hours worked. The clearer the expectations and outcomes, the easier it is for managers to let go of micromanagement habits.

Transparency also plays a huge role in trust. HR should encourage managers to be open about their own priorities and expectations and to model trust-building behaviors themselves. When managers lead by example, they establish a tone of openness that’s mirrored by their team members.

Holding Remote Workers Accountable

Accountability in a remote environment relies on clarity, consistency, and respect. HR can train managers to establish clear performance metrics from the start. For example, rather than saying, “Let’s meet our project deadline,” a manager could specify, “Each team member should submit their draft by next Wednesday so we can complete our review by Friday.” Clear and measurable expectations create a sense of responsibility among remote workers and provide a standard for managers to reference when following up.

Another powerful strategy is to conduct regular check-ins or one-on-ones to review progress. These meetings can be supportive rather than punitive, focusing on helping employees overcome obstacles and stay on track. This approach gives employees the space to discuss any challenges they’re facing while allowing managers to reinforce their expectations in a collaborative way. HR can equip managers with tools to document these conversations and follow up on key action items, keeping both managers and employees accountable.

Providing Remote Mentoring and Development Opportunities

Mentorship can sometimes feel trickier in a remote setting, but it’s one of the most effective ways to keep remote employees engaged and growing. HR can train managers to provide mentoring through virtual channels, using technology to their advantage. Virtual coffee chats, monthly professional development meetings, or even job shadowing over video calls can create mentorship moments.

For remote mentoring to be effective, HR should encourage managers to be intentional and structured. For example, they could set a goal with each team member, creating a development plan and tracking progress. Encourage managers to also share their own career experiences, offering guidance and insights that might not come up naturally in day-to-day work discussions.

Providing access to remote learning resources like webinars, online courses, or virtual conferences also demonstrates investment in each employee’s growth, building long-term engagement.

Five Fun and Effective Remote Team-Building Activities

To sustain engagement in a remote team, team-building activities are essential. Here are five easy-to-implement, engaging ideas:

1. Virtual Coffee Breaks or Happy Hours: Schedule informal video sessions where team members can chat about non-work topics. It’s an excellent way to build camaraderie, especially when people miss casual office conversations.
2. Online Game Nights: Platforms like Kahoot!, QuizBreaker, or even classic games like Pictionary work well virtually. A friendly game night allows team members to let loose and enjoy each other’s company, boosting morale and creating shared memories.
3. Show-and-Tell: Host a monthly show-and-tell where team members can share something personal—like a hobby, a recent book they enjoyed, or an interesting project they worked on. It’s a simple way to learn about each other beyond work, strengthening team connections.
4. Remote Team Bingo: Create a bingo card with fun tasks, like “Show off your pet on a video call,” “Use a Zoom filter,” or “Attend a meeting from a unique location.” Not only is it fun, but it also encourages engagement in video calls.
5. Cooking or Craft Sessions: Arrange for a virtual cooking or crafting session, where everyone can follow along with a recipe or craft project. This is a great hands-on activity that brings the team together, even through the screen.

Sustaining Engagement and Avoiding Burnout

Building engagement doesn’t end after onboarding; it requires ongoing effort, particularly to avoid burnout in remote teams. HR should encourage managers to schedule regular breaks, respect personal boundaries, and avoid expecting employees to be “always on.” When managers model balanced work habits, team members feel more comfortable setting their own limits and respecting their personal time, which can prevent burnout and keep the team motivated in the long run.

Celebrating achievements is another way to sustain engagement. HR can encourage managers to acknowledge individual and team milestones publicly. For example, a quick “Shoutout Friday” message on the team’s communication channel can celebrate accomplishments, whether it’s someone hitting a deadline early or helping a teammate on a big project.

Conclusion: Building the Remote Workplace of the Future

As remote work becomes the new norm, the HR role in training and supporting managers has never been more vital. With the right guidance, managers can cultivate engaged, high-performing teams even when working remotely. By building trust, promoting accountability, offering mentorship, and making team-building a priority, HR leaders can ensure remote teams are more than just functional—they’re thriving.

Investing in these approaches ensures that remote teams remain productive, engaged, and connected, creating a workplace where everyone feels empowered to bring their best selves to work each day. Embrace these strategies, and watch your remote team become a force of collaboration, innovation, and resilience. Take care out there, and keep leading with heart!

References

HR Collaborative. (2023). What is HR’s role in the world of the remote workforce? HR Collaborative. Retrieved from https://hrcollaborative.com/articles/what-is-hrs-role-in-the-world-of-the-remote-workforce/