Working From Home: What all leaders need to know

If you're like me, you've likely been intrigued by the Victorian Government’s recent proposal to legislate a right to work from home. While the legislation hasn’t yet been introduced or passed, the conversation is gaining momentum and the shape of the proposal is evolving as it moves through consultation.

This proposal potentially a national first would give employees the legal right to work from home at least two days per week if their role allows it. It’s already sparked heated debate. Many are asking: What role should government play in how businesses manage flexibility?

Historically, working from home was seen as a perk. But since the pandemic, it’s become normalised a standard way of working rather than a privilege. For many organisations, this shift triggers a wave of discomfort. Why? Because it challenges how we collaborate, how we connect, how we oversee work, and most commonly raised in my coaching conversations how we manage underperformance when people aren’t physically present.

So, regardless of whether you support the mandate or not, if you're a leader, you'll need to face into this new reality. And that means evolving your leadership. Here's how:

1.        Lead by Outcomes, Not Oversight

When your team is remote, visibility disappears but that’s not a bad thing. It simply means you must lead by outputs rather than observation. This is good leadership practice.

You need to be razor clear on:

• What you expect

• By when

• To what standard

• And how it should be done collaboratively, respectfully, transparently

Vagueness is the enemy of performance when people aren’t in the room.

2. Be Proactive and Structured with Feedback

In the office, feedback can be spontaneous "a quick chat by the desk." Not so when remote.

When people are working from home:

• You need to create intentional time for feedback

• Structure regular one-on-ones with space for both performance and connection

• Use multiple mediums written, virtual, audio to keep feedback flowing

It’s no longer about catching people in the moment. It’s about creating the moments.

3. Hold People to Account

Here’s the clincher. If you’ve done the work of setting expectations and giving feedback you must follow through.

Accountability:

• Reinforces culture

• Sends clear signals about what’s okay and what’s not

• Maintains momentum and motivation especially when no one’s physically around

Culture isn’t what’s written on the wall. It’s what you do, consistently.

And Don’t Forget Development

Perhaps the biggest risk of remote work is the loss of informal learning those “watch and absorb” moments.

So, be deliberate about:

• Creating shadowing or project-based learning opportunities

• Holding structured development conversations

• Encouraging cross-team exposure and connection

People can still grow and thrive remotely it just requires more intention than before.

So, wherever you sit on the fence, one thing is clear:
Work from home is here to stay. And it’s your leadership that will determine whether it becomes a threat or an advantage for your team.

Set expectations. Give feedback. Hold people to account. Be intentional about development.
That's leadership for the new world of work.