The importance of empowered leadership in remote work policies

A study of 1,340 employees, conducted in November 2023 by the Zadelhoff Nyenrode Institute for Real Estate Research, found that employees now work from home about two days a week on average. When employees go to the office, only about 58% of their colleagues are likely to be present as well. Among the respondents, 44.1% worked in organizations with either formal or informal hybrid work policies, with the average requirement for in-office work being 2.7 days per week.

With such policies, organizations aim to promote face-to-face interactions between employees and managers while counteracting negative effects of remote work, such as loss of social cohesion and on-the-job learning. They also hope to boost energy and job satisfaction. But is a hybrid work policy that mandates a set number of office days really effective at achieving this? The answer is no.

Employee engagement depends on 'the smell of the place'

Employee engagement is strongly influenced by the organizational and leadership context. In the 1990s, Professor Sumantra Ghoshal highlighted the importance of 'the smell of the place'. He compared the invigorating freshness of the Fontainebleau forests, where he worked temporarily, to the hot and humid summers of his hometown Kolkata, India, which left him feeling drained.

Just like the physical environment, leadership creates a context that can either make or break employee engagement and job satisfaction. According to Ghoshal, leadership should not limit people but challenge them to be proactive. It should not focus on strict obedience but on self-leadership, and it should be built on trust rather than rigid rules and control.

Leadership should not limit people but challenge them to be proactive. It should not focus on strict obedience but on self-leadership. And it should be built on trust rather than rigid rules and control.

Empowered leadership effective in remote work settings

This positive leadership approach aligns with empowered leadership, which proved to be effective in motivating remote workers during research conducted with colleagues during the COVID-19 pandemic. Even in today’s hybrid work environment, empowered leadership continues to energize employees.

Paradoxically, empowered leadership not only enables effective remote work but also encourages employees to come into the office. The Van Zadelhoff study shows that employee engagement is influenced more by empowered leadership than by the social-psychological or physical work environment or HR policies.

Focusing on the work relationship

Managers need to go beyond task-oriented leadership and pay more attention to the work relationship. This can be done by helping employees understand how their tasks contribute to the organization’s strategic goals. Managers should also grant employees professional autonomy and trust, involve them in decision-making, and provide support in their work. When these aspects are prioritized, employees are more likely to come to the office willingly and regularly.

Training managers and employees