We surveyed a representative sample of our customers who lead fully remote or hybrid teams to understand how managers are adapting to the evolving landscape of remote and hybrid working. Whilst the rapid growth in remote working was initially driven by the pandemic, many organisations are now transitioning to hybrid models. This survey aims to uncover how managers are coping with this shift, the challenges they face, and the benefits they see in leading remote and hybrid teams. 

It seems that remote working is here to stay. For example, research carried out by the British Chambers of Commerce (BCC) among mainly small to medium sized businesses found that less than 30% of them expected a full return to the office within five years. The BCC said that hybrid working is now ‘part of the fabric of the modern workplace’ and considered routine. 

Nevertheless, a number of organisations are pushing back and demanding or requesting that their employees put in an appearance at the office for at least some of the working week. Notable examples include Boots, JD Sports, Deutsche Bank and the civil service. 

Impellus survey results 

Our survey found that over 95% of respondents’ teams were hybrid, working partly at home and partly in the workplace. An overwhelming majority reported that remote working at their organisation had started during the covid pandemic and over 90% said they believed remote working is here to stay. Over 76% of respondents said that job applicants at their organisation generally expressed a preference for at least some remote working. 

Will remote working continue? 

Just over 72% of respondents said that there were no plans within their organisation to stop all remote working. Just over 16% were unsure about plans for the future while 11.6% said their organisation was aiming to stop all remote working. 

When respondents were asked if they personally would like to stop all remote working for their teams, just over 81% said no, 11.6% said yes and 7% said they weren’t sure.  

Respondents’ comments in response to this question were overwhelmingly in favour of hybrid or fully remote working. Advantages frequently mentioned included flexibility; easier to manage caring responsibilities and family life; easier to attract and retain good staff from all walks of life; increased productivity; fewer office distractions; and mental health benefits. A number of respondents said their preference was for hybrid working as a ‘best of both worlds’ solution. 

Conversely, others felt that remote working was isolating and could have an adverse effect on mental health and relationships between the team. Difficulties with training, communication and knowing what team members were working on were also mentioned. 

How difficult is it to manage a remote team? 

When it comes to managing a remote team, just over 65% of respondents said they found it fairly easy to do. Just over a third (35%) said they found it slightly or very difficult. The difficulties reported by respondents included: 

  • Monitoring output and levels of performance. 
  • Unable to pick up on visual/non-verbal clues as to how people are feeling. 
  • Miscommunications and not knowing when people are around. 
  • Lack of spontaneity. 
  • Harder to build relationships. 

When asked what they believe are the main drawbacks of managing a remote team, respondents noted a lack of camaraderie; difficulty in collaborating and communicating; feelings of isolation; not knowing what people are doing; not being able to observe and learn from colleagues; and slower reaction times and decision-making processes. 

Productivity 

When considering if team members get more done when they are working remotely, respondents were divided in their opinions. Just over 23% said no while 46.5% said yes. Just over 30% said they didn’t know.

Training in remote management 

Only 7% of respondents said they had received any training in remote management. One respondent commented that this type of training would be ‘very helpful’. 

A thumbs-up for remote working? 

Respondents to the survey were generally in favour of at least some hybrid working, citing a range of benefits such as flexibility; a much better work/life balance; less time and money spent on commuting; and the ability to concentrate and raise productivity levels when working at home.  

Concerns around mental health, training and development, monitoring output, communications and teambuilding remain. However, some respondents explained how they are addressing these challenges head-on by replicating office dynamics with regular check-ins, daily ‘good mornings’ and ‘good nights’, checking on each other’s wellbeing and regular work and non-work related conversation during the day. 

Find out more 

Discover how to manage employees in a work-at-home culture.Â