Remote Leadership

Do Your Remote Workers Feel Seen?

With a more complete picture of remote workers' talents, we can learn so much more about supporting and engaging them and improving their performance.

In Gallup's latest State of the American Workplace report, we found that 43% of employees say they work away from their team members at least some of the time, and the number is climbing.

A recent Fast Company article posits that remote workers' "personality type" predicts how they'll manage their daily workload. The author uses three examples of employees who work remotely: an introvert, an extrovert and an ambivert. All three say the same thing: They enjoy being around others, solitude makes them more productive, and schedules help.

These examples hint at the way our unique talents predispose us to like certain ways of doing things, and also the way those talents vary by context; everyone likes being alone sometimes and not others, and everyone needs some structure.

While it is useful to understand that we all approach work a little differently, the introvert/extrovert/ambivert framework simply isn't robust enough to help remote workers perform measurably better. Managers need a certain lens to clearly see the nuances of these workers -- to see their innate talents.