About a week ago, we published the blog “Rethinking the Return to Office: A New Perspective on Remote Work.” Upon reflection, the paragraph “Embracing Progressive Leadership” particularly resonated with me. It states, “This involves treating employees as responsible adults who are tasked with clear objectives and are accountable for their own success or failure.”

Most organizations struggle to precisely define and measure objectives related to individual roles and responsibilities, which is often where the breakdown occurs, especially in a remote work environment. From my perspective as a US Navy veteran, at the age of 18, I was assigned a role with a very clear job description. Not only did it have a clearly defined job description, but there were also specific objectives, tasks, and standards associated with primary and secondary roles for the position. Every position, ranging from a pilot to a cook, had the same level of clarity within each branch of the military.

In contrast, most roles I have held since leaving the military and federal government lack clearly defined objectives for the positions for which they hire. Even worse, some roles have loosely defined objectives that fail to connect to the organization’s overarching goals, which can be particularly challenging in a remote work setting.

First, let’s explore what happens when organizations do not have clearly defined objectives for their employees’ roles in a remote work environment. The absence of clarity can lead to confusion, inefficiency, and a lack of accountability. Employees may be unsure of their responsibilities and how their work contributes to the larger goals of the team or organization. This uncertainty can result in decreased productivity and morale, as well as increased turnover rates.

Next, let’s discuss the disconnect between team, departmental, and organizational goals as it relates to clearly defined positions and objectives in remote work. When roles and objectives are not clearly defined, it becomes challenging to align individual contributions with the broader goals of the department and the organization. This misalignment can create silos within the organization, where teams work in isolation rather than collaboratively toward common objectives. The lack of cohesion can hinder the organization’s ability to achieve its strategic goals and adapt to changing market conditions, especially in a remote work setup.

Using all this information, we can connect to the previous blog entry by expanding upon how clearly defining your positions and objectives is a prerequisite to enabling an effective remote work strategy. A remote work environment thrives on trust, autonomy, and accountability. To foster these elements, it is essential to have well-defined roles and objectives. Clear expectations ensure that employees understand their responsibilities and how their work impacts the organization. This clarity empowers employees to take ownership of their tasks and work independently, which is crucial for remote work success.

By establishing clear roles and objectives, organizations can create a solid foundation for a remote work strategy that enhances productivity, collaboration, and job satisfaction. This approach not only supports the needs of remote workers but also drives the organization closer to its overarching goals, creating a win-win situation for both employees and the business.

Thus, as we rethink the return to office and embrace remote work, it is imperative to prioritize clear objectives and well-defined roles. This strategic move will pave the way for a more efficient, cohesive, and resilient organization.