Why Managers Fail at Remote Work – Outcomes Based Leadership

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Издатель Jun 4, 2026

When an organization’s management layer depends on physical presence to function, remote work reveals that the leadership development investment never built the capability that actually matters. Leading on outcomes. Building trust without visibility. Measuring results rather than activity.

Nicholas Bloom’s Stanford research tracked remote work performance across thousands of employees and found output held steady or improved. The performance gap that emerged was not in employees. It was in managers whose entire model for knowing whether work was happening required being able to see it.

Outcomes based leadership requires specific structural decisions. Clear expectations set upfront rather than monitored in real time. Results measured against agreed outcomes rather than hours logged or meetings attended. Trust built through consistent follow through rather than constant check ins.

The managers whose teams perform in any environment lead on results. Location is irrelevant to them.

I’m Ben Zugay, doctor of business, published organizational behavior researcher, professor with 13+ years teaching leadership, management, and entrepreneurship, former Disney leader, and entrepreneur since age 14. I help leaders and entrepreneurs get above average results by doing what the evidence says works, even when it looks weird to everyone else.

Be the weirdo. Follow along.

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