In a world where remote work is no longer the exception but a defining feature of modern business, leaders are facing a surprising and urgent challenge: the Remote Work Paradox.
According to Gallup, fully remote employees report the highest levels of engagement—even surpassing their hybrid and in-office peers. But despite this, only 36% say they’re thriving in their overall lives. That paradox—engaged but not thriving—has serious implications for retention, performance, and long-term organizational health.
Engagement Is Up — But Thriving Is Down
Let’s look at the numbers:
- Engagement among fully remote employees: 31% the highest compared the hybrid and on-site workers.
- Thriving among those same workers: just 36%, six points lower than hybrid workers.
- Even more concerning, 57% of fully remote workers are job hunting—either actively or passively.
While remote employees enjoy autonomy and flexibility—which often leads to deeper focus and productivity—they are also more likely to report stress, loneliness, sadness, and even anger.
It’s not just about where people work. It’s about how they’re supported.
Why This Matters for Leaders
Remote work isn’t the problem—unsupported remote work is.
Here’s what leaders need to know and do:
1. Autonomy Needs Structure
Remote workers thrive when they have freedom, but freedom without clarity can lead to burnout and frustration. Check in regularly—not to micromanage, but to help prioritize and provide guidance. Ask:
“What’s most important this week?”
“Where do you need help or clarity?”
2. Connection Is Strategic
Connection in remote environments doesn’t happen by chance. It has to be intentional. Build rituals of belonging—weekly team huddles, virtual coffee chats, shout-outs, or recognition practices. Strong connections reinforce shared purpose and reduce isolation.
Ask yourself:
“What’s my strategy for building team cohesion?”
“Where are we creating opportunities for people to feel seen and valued?”
3. Wellbeing Drives Retention
The biggest threat to keeping top talent isn’t just disengagement—it’s disconnection from their own wellbeing. When workers feel seen and supported as human beings, not just producers, they stay.
Make space for real conversations. One powerful way to start is simply asking:
“What’s energizing you right now?”
“What’s draining you?”
These aren’t just feel-good questions—they’re strategic tools for understanding your team’s state of mind and sustainability.
The Leadership Opportunity
Gallup’s data shows that when remote workers are both engaged and thriving, only 38% are job hunting—a significant drop from 57%. That means leaders have influence. Your actions directly shape how connected and supported your team feels.
If you lead a remote or hybrid team, now’s the time to shift from passive oversight to purposeful leadership—with clear structure, intentional connection, and a deep focus on wellbeing.
Because thriving teams don’t just happen. They are built.
