How can we optimize remote work?

Immerse yourself in the vibrant world of communications. You know, that world where, when you say, “I work in communications” at a dinner party or Sunday brunch, a spark of fascination flashes in your conversation partners’ eyes. Suddenly, you’re surrounded by a certain aura—that of a member of the avant-garde elite, where creativity, passion, and coolness are the watchwords.
Picture yourself in this world, halfway between the satirical stories of “99 Francs” (yes, it’s already been 20 years!) and the idyllic visions of tech giants like Google. It’s a world where innovation and consulting go hand in hand, where your team members juggle flex office arrangements and brainstorming sessions, where lunch breaks sometimes turn into creative getaways, and where freedom seems to be the watchword.
A big thank you to Shutterstock for this lovely, stereotypical depiction of life at an agency.

Ping-pong tables, flexible workspaces, brainstorming sessions, and team-building activities—you’re no stranger to any of these. Yet here’s the paradox: when you request to work remotely —whether for one, two, or three days a week (it’s up to you to check the appropriate box)—you’re met with a flat-out refusal from your manager.

“Why is that?” you might ask.

Haven’t flexibility issues been at the heart of discussions ever since the COVID crisis? Hasn’t it become common advice—a trend to embrace in order to ensure employee development and motivation? After all, examples are all around us. You’re equipped to take on this challenge: a MacBook Pro, a state-of-the-art iPhone, seamless access to the agency’s cloud storage, and that almost magical ability to forward calls with unmatched dexterity—a talent you discovered during a random night out that has nothing to do with this.
But you’re not alone. Many agencies— digital or otherwise—still seem hesitant to take the plunge. And this is despite a lockdown period that proved it was possible—and even beneficial—to stay on course while working remotely. With hybrid systems in place, employees’ autonomy is put to the test, as is their ability to manage their teams remotely, maintain informal communication, and foster a sense of belonging—even outside the company’s walls.
So, in this post-lockdown period, as commuting by public transportation becomes part of our daily lives once again, it’s time to seriously address this issue. Why, despite the evidence and widespread adoption during the health crisis, is the widespread adoption of remote work struggling to take hold? Is this a matter of change management, or a deeper challenge related to how we view work and its environment?
Let’s set aside preconceived notions and explore the answer to this puzzle together. Let’s get started on untangling this issue and discover how adopting remote work can be beneficial—and even essential—for continuing to build quality relationships, maintain strong team dynamics, and ultimately give everyone the freedom and autonomy needed to excel in their roles, without compromising commitment or performance.

Myth #1: We have to be physically together to create value at the agency.

First of all, that’s what you assume.

“Brainstorming is best when we’re all in the war room, working our butts off on the Burger Queen campaign.”

We brainstorm, we argue, we get carried away, and we end up coming up with the three ideas we need for tomorrow. And then, how can we give Ben feedback on the creative work without hanging out next to him for half a day, sharing our breath—and Haribo?
Not to mention the Monday team meeting—you can’t miss it!
Since the 2000s, however, researchers have repeatedly shown that the belief that group effort leads to greater creativity is a myth.
An analysis of 241 different studies involving 24,000 participants published in the *Psychological Bulletin* concluded that the presence of other people had virtually no effect on task performance—and certainly not in the way Osborn had hoped.
The presence of other people “increases the speed at which simple tasks are completed and decreases the speed at which complex tasks are completed”…

Myth #2: Does remote work undermine team cohesion?

Basically, you applied here after seeing the Instagram photos of the parties and following the agency’s Snapchat. Obviously, when you’re in your 30s (give or take 10 years), the atmosphere and relationships with coworkers are important.
You love sharing stories about your vacations during coffee breaks. Discovering that little local spot that “looks like nothing but is soooo good” with your coworkers. And wrapping up intense weeks with a well-deserved after-work get-together.
And yet, several agencies have chosen to prioritize remote work—some have even given up their office space following the lockdown! In-person gatherings, such as team-building events or seminars, are thus organized regularly. And it seems to be working out pretty well for employees…
Of course, we’re social creatures and need contact with others, but with the latest lockdown, it became clear that a certain kind of workplace camaraderie can also exist virtually.

Myth #3: Distance means a vacation for the teams.

The main obstacle to remote work—whether acknowledged or not—is sometimes managers’ belief that productivity will plummet.
And this is often true if the organization isn’t restructured: all too often, company executives and department heads operate on a day-to-day basis. They don’t know exactly what their employees are doing each day, and inevitably, this lack of knowledge breeds fear. After all, when working remotely, it’s impossible to tell from a distance whether Martine or Franck looks busy.
We can understand that in March, the situation took agency heads by surprise. No one expected a pandemic, let alone a lockdown.
Since then, some companies have managed to come out on top and move forward. These are the most agile organizations, best able to adapt and rethink their structure and operating methods.
Size may play a role here, but not necessarily. Small agencies may well be stuck in the rut of their traditional ways of doing business… while large groups have been quick to equip themselves with the right tools and processes.
At Furious, we were fortunate to be in particularly high demand during this period.
In fact, many agencies were unprepared to manage operations remotely… As a result, some found themselves at a loss during this time, and the issues were numerous:
Performance management
Customer relationship tracking
Scheduling
KPIs
HR management
Absence and leave management
Billing, etc.

Understanding Remote Work: A Management Revolution

Remote work is not just a change in workplace location; it is a managerial revolution that is redefining the foundations of leadership and productivity. Through this revolution, managers are called upon to develop new skills—namely, the art of motivating and managing remote teams while maintaining team spirit and effective communication. Remote management is a barometer of companies’ ability to adapt to change.

What does remote work reveal about current management practices?

Remote work has shed light on several aspects of current management practices. It has proven that work can be effective and productive outside the traditional office setting. This has prompted reflection on the importance of trust, autonomy, and flexibility in team management. Managers must now consider the best way to organize remote work while maintaining strong team cohesion and a strong corporate culture.

What are the benefits and challenges of remote management?

The benefits of remote management include greater flexibility, reduced commuting time, and a better work-life balance. However, the challenges are no less significant; they include managing communication tools, maintaining employee productivity and engagement, and preventing employees from becoming socially isolated.

Mastering the Tools and Skills of a Remote Manager

Remote management requires not only adapting traditional managerial skills but also mastering new technological tools.

What training should you pursue to become an expert in remote management?

To excel as a remote manager, consider training programs that cover:

• Adaptive Leadership
• Effective Communication
• Online Project Management
• Corporate Culture and Engagement

What modern technologies and tools are essential for managing a remote team?

Key tools include:

• Communication Platforms
• Project Management Tools
• Videoconferencing Software
• File-Sharing Solutions
• Marketing Tools
• Monitoring Tools

However, it is crucial for frontline staff to receive support and for managers to receive assistance with remote management. So we’ve worked hard to help our new customers to take advantage of the situation to reorganize and digitize their processes and tools.
And it works! Ready to give it a try? Contact us!