That stood out to me, too. One of the wonderful aspects of remote work is being able to listen in on meetings that would otherwise be a waste of time, while still doing some easy work. That is what I do when I am off-camera - I make the best of my time. I expect my leadership to trust my judgment there, especially when I do stay on camera for meeting where I am relevant to the discussion.
The other ideas that seem off-base were that more meetings and more regularly scheduled calls would help with engagement, and that public awards would drive engagement. The awards in particular are a problem - with agreement in the survey results that remote workers have less access to leadership, how do leaders not see that rewarding the people they do happen to notice is going to backfire, further dis-engaging the ones who are already suffering from being hidden?
I'm 100% pro-remote work, and feel it works wonderfully for your team and direct boss. But there are real problems to be solved when it comes to wider collaboration with leadership.
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[ 6.8 ms ] story [ 18.4 ms ] thread- 93% agree that employees that turn their cameras off in meetings are less engaged in their work
- 92% agree that employees who are frequently muted or camera-off don't have a long future with the company
The other ideas that seem off-base were that more meetings and more regularly scheduled calls would help with engagement, and that public awards would drive engagement. The awards in particular are a problem - with agreement in the survey results that remote workers have less access to leadership, how do leaders not see that rewarding the people they do happen to notice is going to backfire, further dis-engaging the ones who are already suffering from being hidden?
I'm 100% pro-remote work, and feel it works wonderfully for your team and direct boss. But there are real problems to be solved when it comes to wider collaboration with leadership.