Managing Remote Employees: Let's Get Real About Accountability and Engagement 

For some industries, remote work isn’t the future, it’s the now. For small and midsize businesses, it opens the door to top-tier talent without the geographic limits. But let’s not sugarcoat it: leading a remote team comes with its own quirks. Accountability doesn’t manage itself, and engagement doesn’t magically happen over Zoom. 

Here at APS, we’ve seen the good, the bad, and the "Wait, who was supposed to do that?" moments of remote work. The key is intention. A thriving remote team isn't about micromanagement. It's about clarity, communication, and connection. 

The Remote Work Reality Check 

Remote work is more than a strong Wi-Fi signal and a decent webcam. Yes it offers flexibility, broader hiring options, and happier employees in pajama pants. But without the right structure, a few common pitfalls can sneak in: 

• Missed deadlines and dropped balls: Out of sight can quickly become out of sync. When communication slips, so does accountability. 

• Lost in translation: Without body language and hallway chats, messages can get muddled. One vague email can spiral into confusion. 

• Team? What team? Working solo from a spare bedroom can make even the best employees feel disconnected. 

• Burnout in disguise: When home becomes the office, boundaries blur. Suddenly “just one more thing” turns into 10 p.m. emails. 

The solution is to be proactive. Remote success isn’t luck, it’s leadership with purpose.

Accountability: Trust Over Tattling 

Accountability shouldn’t feel like a surveillance state. It's not about keeping tabs. It's about creating a culture where people own their work and know what success looks like. 

Set the Stage with Clear Expectations 

• Specific goals over vague assignments: Skip the “just work on that project” stuff. Go SMART. For example, “Complete the Q3 sales report by Friday, with a breakdown by region.”

• Metrics that matter: KPIs, customer scores, timelines. Define how success will be measured before work begins. 

• Write it down: Meeting recaps, role expectations, and project outlines should live somewhere accessible. It keeps everyone aligned. 

Use Tools That Do the Heavy Lifting 

• Project management platforms: Trello, Asana, Monday.com. Whatever works for your team. Visibility helps prevent confusion. 

• Regular one-on-ones: Schedule check-ins that go beyond status updates. Ask what’s working and what’s not. Be a resource, not just a manager. 

• Quick syncs: A five-minute daily update or twice-weekly “stand-up” keeps everyone in the loop without draining the calendar. 

Build Trust, Not Timers 

• Focus on results: Did the job get done? Great. How and when it happened matters less if the work is excellent. 

• Offer autonomy: Once goals are set, let employees choose their approach. Ownership fuels motivation. 

• Address slips early and kindly: If performance dips, lead with curiosity and support. Problem-solve together, not with blame. 

Engagement: Making Remote Teams Feel Like Teams 

Accountability handles the work. Engagement handles the people. When employees feel seen, supported, and connected, their performance follows suit. 

Keep Communication Frequent (and Human) 

• Team meetings that matter: Don’t just check boxes. Use video, share wins, talk shop, and make room for a little laughter. 

• Mix your mediums: Emails for the big stuff, Slack or Teams for quick questions, and video calls when tone and nuance matter.

• Create casual spaces: A chat thread for pet photos, weekend recaps, or daily trivia can go a long way toward building camaraderie. 

Choose Tech That Connects 

• Turn cameras on: Seeing faces builds connection, even across time zones. 

• Collaborate in real time: Co-edit docs, brainstorm on whiteboards, and make teamwork feel seamless. 

• Create social spaces: Digital “break rooms” for birthdays, personal wins, or just light conversation help people feel part of something. 

Building Culture Without a Breakroom 

Remote culture isn’t accidental. It’s built, just like everything else that matters. 

• Remote-friendly onboarding: Don’t just drop a new hire into the digital abyss. Teach them the ropes, the expectations, and the company culture. 

• Virtual social events: Trivia nights, themed Zoom backgrounds, team fitness challenges, whatever fits your team, as long as it’s genuine. 

• Shout-outs and celebrations: Recognition still matters. A quick “thank you” in front of the team can have a big impact. 

• Support well-being: Encourage breaks. Talk about burnout before it hits. Provide mental health resources. When people feel supported, they stay engaged. 

Don’t Forget Growth and Development 

Your best employees want more than a paycheck. They want a path. 

• Training opportunities: Give access to webinars, courses, and certifications. Growth shouldn’t stall just because someone is remote. 

• Virtual mentorship: Pair experienced team members with newer hires for regular check-ins and guidance. 

• Career conversations: Talk goals. Help employees see where they’re headed and how to get there, no matter their location.

Wrapping It All Up 

Managing remote employees isn’t just about keeping projects on track. It’s about leadership that is clear, connected, and genuinely human. Trust your people. Communicate like you mean it. Be intentional about culture and connection. 

Because no matter where your team logs in from, they still want what every great employee wants: purpose, growth, and a company that has their back. 

What’s working for your remote team? We’re always curious to hear what others are doing. Send us a message here at APS. We love a good success story.