Bad leaders only blame everyone else
Having worked in a remote or hybrid role for over a decade, it is always interesting to me when this topic of discussion is brought up. Many companies have embraced the benefits of allowing employees to work remotely. However, not all employers have been successful in managing remote work and Clearlink CEO James Clarke's recent remarks highlight the challenges of this transition.
According to an article and video posted by Vice, Clarke told Clearlink employees that many remote workers have "quietly quit" and become so brazen that dozens at his company "didn't even open" their laptops for a month. He then goes on to resurrect an old and tired complaint about caregivers being incapable of productivity, while praising those who essentially sell their souls (and their family dogs) for their employers. While I agree that these two extremes have weight in the conversation and understand that he is frustrated by the challenges of managing a remote workforce, his comments and overall misunderstanding of the issue at hand are not unique.
In fact, we get a constant barrage of corporate A-listers who publicly and accidentally reveal that they have no clue what it takes to create a successful remote work culture.
Now I do wish to point out that I understand there are certain jobs that cannot be done remotely or are easier to do in-person, and there is a large group of people who are more comfortable in a traditional office environment. I personally know and have worked with individuals who thrive in the office and struggle remotely.
I also know people who are great managers of office workers but cannot figure out how to lead a remote team. My remarks here are not intended to diminish or demoralize those who excel at and prefer office roles. It is my intent to point out that creating a one-size-fits-all experience never works, and it is a major contributing factor to poor performance, loss of productivity, and workplace culture issues.
Remote work skills are important for success- Managers and Team Members
Let’s be clear, managers cannot simply expect remote workers to manage themselves without proper guidance and support. Remote work requires a different set of skills than traditional office work, and managers need to be trained in how to effectively lead a remote team. If employees feel left on their own, they are likely to become disengaged and unproductive.
We can talk all day about using tools like Microsoft Teams and Slack to communicate, and Asana and Wrike for project management- and these are important tools that help work happen. But we cannot forget that a remote team needs trust, flexibility, and emotional intelligence to be successful.
Trust must go both ways. Managers need to trust their team members to work independently and deliver quality work on time, and team members need to trust their managers to support them and provide timely feedback. Both managers and team members need to be flexible and adaptable to change- including when work gets done.
The Leadership Divide & Bad Company Culture
Companies that ask too much of their workers without providing a fair return are setting themselves up for failure. Remote workers are not simply "taking a paycheck" while avoiding work; they are facing unique challenges such as isolation, distractions, and communication barriers. If a company wants to reap the benefits of remote work, it needs to invest in the resources necessary to support its employees.
Culture influences every aspect of the company's internal and external actions. Bottom-up culture is not sustainable and devolves into silos and conflicting priorities. The executive leadership is responsible for the culture of a company and must set the tone and define values and expected behaviors. Qualified, competent executives take the lead in cultivating strong and positive cultures that foster innovation, collaboration, trust, and growth.
Overall, this seems like someone who is trying to blame their employees for what is a lack of leadership from him and his executives.
It feels transparent, like so many other CEOs and executives who have authored articles and berated employees on Zoom calls over the past few months.
They cannot handle this different way of working- therefore no one can...or should.
