Let’s rewind to 2020 when the world shifted into one long Zoom call. That’s when Jess hired me for a nearly impossible task: to make people feel connected during a global pandemic. It might sound straightforward, but trust me, it was anything but. My job was to connect people to both a cause and to each other and to do it all virtually. Luckily, Jess was right there in the thick of it with me, not just as a supervisor but as a guiding force. Fast forward to today, and what she modeled during those early remote days are lessons that I believe every supervisor can use to hire, support, and retain remote employees. Here’s what I learned from Jess that can help you be a remote supervisor extraordinaire. 

Trust Your Employees

There was a time when I was going through a tough period, feeling overwhelmed with sadness. I had a trip planned, but my work was looming over me. Jess did something that not every supervisor would do—she allowed me to leave earlier for my trip and trusted me to complete my work remotely. Studies show that remote employees who feel trusted are 35% more likely to take initiative and 47% more likely to be loyal to their organization. In return for Jess's trust, I was more productive, happier, and hit every deadline. The key here is? Trust goes both ways. When you trust your employees, they’re more likely to deliver and even exceed expectations. It’s a mutually beneficial dynamic that can lead to greater productivity and job satisfaction.

Support Them Professionally and Personally

Jess didn’t just check in on deadlines; she checked in on me as a person. In our supervision meetings, we discussed upcoming work priorities, but there was always space for life. Whether it was my senior dog’s frequent potty breaks, Netflix binge, podcast gossip, or visiting relatives, Jess asked how these things could affect my work. Research from Gallup reveals that 70% of an employee’s motivation is influenced by their manager, highlighting how powerful supervisor support can be. Supervisors who take the time to understand the person behind the employee can better guide them through tough times and help them shine when the pressure lifts.

Don’t Schedule a Meeting If It Could Be an Email

If there’s one thing remote employees dread, it’s unnecessary meetings. Jess was a master of intentional communication. Not everything required a Zoom call. Sometimes it was a text or a quick phone call. Other times, it was an email with a considerate note like,

“Stop! Read this if it’s during work hours,” or “We can discuss this now, but if you’re wiped, let’s talk when you’ve rested. What would help you feel better?”

This approach directly aligns with data from Harvard Business Review, which found that up to 71% of employees feel that meetings are unproductive. By minimizing meeting fatigue and respecting my time, Jess fostered a work environment where I could truly disconnect and recharge, returning to work refreshed and ready to tackle new challenges.

So, the next time you’re about to send that calendar invite, ask yourself: Is this a meeting that could be an email? Or even better, a quick, thoughtful text? Trust your employees, support them in and out of the office, and be intentional about your communication. It worked for Jess, and it can work for you too!