Jacob Kupietzky is president of Healthcare Transformation, a company dedicated to providing experienced interim executives to hospitals.
The shift to remote and hybrid work in healthcare is no longer a temporary adjustment. This is a lasting change. In fact, data shows that last year, 60% of health group leaders planned to maintain their current share of remote and hybrid jobs, while 22% expect them to increase. Between 2019 and 2022, the proportion of remote employees in healthcare increased by more than 135% due to the Covid-19 pandemic. This forced the industry to rethink traditional working models.
While frontline patient care requires face-to-face presence, many management, operations and even clinical roles (such as telehealth providers) employ remote and hybrid setups. We have seen this change bring great benefits along with unique leadership challenges that require intentional strategies.
From fully in-person lead teams to overseeing a 100% remote workforce across the nation, we experienced what it takes to successfully support our remote healthcare teams. This is what I learned.
Challenges for major remote healthcare teams
•Adapt to new technologies: To move to remote work, you need to use a digital platform for communication, collaboration and workflow management. However, not all employees are immediately satisfied with these tools, which can lead to resistance and a sudden learning curve.
• Maintaining communication and collaboration: Without the natural interaction of office settings, remote work can create barriers to communication and make it difficult to promote collaboration.
• Maintaining remote team members engagement: Remote work can lead to feelings of isolation and separation from the team, which can affect morale and productivity.
Opportunities presented by remote work environments
•Access to a wider talent pool: By employing remote work, healthcare institutions can recruit talent beyond geographical limits and access a wide range of skills and experiences.
• Improved flexibility and work-life balance: Remote work offers employees greater flexibility, whether it reduces commute time or simply allows them to better manage their personal responsibilities. This sense of autonomy has been shown to increase job satisfaction and employee engagement.
•Improved healthcare accessibility: On the patient side, telehealth has expanded care access to individuals, particularly rural or underserved communities.
Best Practices for Key Remote Healthcare Teams
1. Set clear goals and expectations. I have repeatedly experienced how important communication is in a remote occupational environment. Clearly defining your goals provides direction and purpose. We regularly discuss goals with team members and help them understand how responsibilities and work contribute to a greater mission.
2. Engagement is prioritized. It's easy for remote employees to remain silent. Leaders can develop a sense of community by celebrating victory, launching peer collaborations and maintaining open communication lines. It can help you create a stronger sense of connection by hosting virtual “opening hours” or encouraging camera-on-conferences.
3. Use technology thoughtfully. User-friendly digital tools can improve productivity and collaboration, but only work if employees find it comfortable to use them. Invest in continuous training and accessible support that ensures your team works efficiently and confidently.
4. Build a culture of trust and accountability. Remote work requires leaders to balance autonomy and accountability. Set clear performance expectations rather than micromanagement, allowing employees to take ownership of their roles. A trust-based approach promotes spontaneity without the need for constant surveillance.
5. Deal with employee well-being and prevent burnout. Healthcare professionals face high levels of stress and working remotely can blur the line between work and personal life. Leaders should actively promote work-life balance by encouraging regular breaks and paying attention to their workloads. A simple initiative, such as a virtual wellness program or a “no meeting” afternoon, can make a big difference.
6. Strengthen the organization's mission and values. A strong sense of purpose will help to keep employees in remote locations and remind them of why they do the work they do. By regularly sharing success stories, patient outcomes, and organizational milestones, it helps employees feel connected to the big picture.
The evolution of remote leadership in healthcare
Remote work in healthcare is no longer a short-term response to the pandemic. This is a fundamental change that presents both challenges and opportunities to leaders. I think the most effective leaders are those who intentionally develop trust, prioritize engagement and ensure that they feel support and connected, not where the team works.
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