How to lead change with a remote workforce
Leading change is always challenging, but when your team is mostly remote, the hurdles get even higher. Without the energy of face-to-face connection, it's easier for confusion to take hold, morale to dip, and momentum to stall.
If you’re planning a major change while your workforce is dispersed, here are some proven tips to engage, inform, and energise your people.
1. Bite-sized changes
When change feels overwhelming, people shut down. Instead of dumping everything on your team at once, break the change into clear, manageable themes or stages.
Focus your communication on helping people understand:
What is changing
Why it’s changing
What it means for them in practical terms
Simplify the language, too. Ditch the corporate jargon and speak in clear, human terms. People are more likely to engage with messages that feel real, relatable, and respectful of their time.
2. Prioritise two-way communication
Remote workers can feel like change is being done to them rather than with them… unless you create genuine opportunities for dialogue.
Build two-way communication into your plan:
Host interactive sessions where people can ask questions
Use polls or chat functions during meetings to gather feedback live
Provide clear avenues for follow-up questions and suggestions
People are far more likely to support change if they feel heard along the way.
3. Create a virtual series
A structured, branded virtual event can be a powerful way to bring people together — even when they’re apart. Design a multi-day or multi-week program featuring:
Short, focused sessions (no more than an hour each)
Specific topics tied directly to parts of the change or key capability building
A mix of presenters, including familiar internal leaders to boost trust
Give the event its own identity with a name, visual branding, and a consistent experience across sessions to build recognition and excitement.
4. Prepare your speakers for success
Great virtual events don’t happen by chance, in fact, they happen because presenters are well-prepared and supported.
Make sure your speakers:
Understand the goals of their session
Are encouraged to create interactive experiences, not just talk at people
Stick to time limits and allow space for questions
Provide three to five key takeaways you can share afterwards
Offer a speaker briefing and a run-through before the event to build confidence and polish the delivery.
5. Build engagement beyond the sessions
Keeping people involved outside the sessions can make a huge difference. A few ideas:
Create an intranet hub with session recordings, key resources, and event updates
Offer downloadable “virtual showbags” — fun extras like printable posters, bingo cards, or conversation starter vouchers
Use daily reminders or highlights via email or internal chat platforms to maintain buzz
The goal is to make the change communication feel like an ongoing experience, not a one-off broadcast.
6. Measure impact, not just activity
It’s easy to count how many people attended a session but that’s only part of the story. Make sure you also assess how well your communication is landing.
Use surveys or quick polls to measure:
How well-informed people feel
How confident they are in the changes
What aspects of the communication were most or least useful
Tracking both participation and outcomes will help you tweak your approach and show real value to leadership.
Change can succeed even across screens — when you lead with clarity, connection, and creativity.
