When evaluating potential remote workers, two critical behavioral attributes demand attention: autonomy and emotional stability. A groundbreaking study published in The European Journal Of Work And Organizational Psychology by Baylor University researchers has identified these traits as key predictors of remote work success. Their findings reveal that an individual’s effectiveness in a remote work environment is significantly influenced by their capacity to be self-reliant and emotionally stable.
Autonomy refers to an individual’s ability to work independently, make decisions without constant supervision, and effectively manage their time and tasks. Emotional stability, on the other hand, reflects a person’s capacity to handle stress, adapt to changing work conditions, and maintain productivity and positive relationships in a virtual setting.
While both emotional stability and autonomy are important traits for remote work success, but also several key qualities that contribute to success in remote work environments based on the study done by Frontiers in Psychology. Let’s have a deeper look:
Qualities to Look for in Successful Remote Workers: The Findings
Both studies, based on interviews with leaders and over 400 employees who transitioned to remote work, identify a set of critical skills and abilities that contribute to success in virtual workspaces. These skills include conscientiousness, self-management, communication, and adaptability, reflecting the multifaceted nature of remote work challenges.
1. Autonomy
Essentially, autonomy describes a worker’s independence, and how well they do without constant supervision. As a general rule, jobs with a high degree of autonomy engender a sense of responsibility and greater job satisfaction in the employee. With independence, an employee bears more responsibility and ownership of their work, which can motivate them to work harder and invest more energy and interest in projects.
2. Emotional Stability
The lead researcher in the study, Dr. Sara Perry, explained in a press release that emotional stability determines how an employee responds to problems. She states that “If something stressful happens at work, a person who is high on emotional stability would take it in stride, remain positive and figure out how to address it. A person low on emotional stability might get frustrated and discouraged, expending energy with those emotions instead of on the issue at hand.”
The research found that those who flourish as remote workers also demonstrate high levels of both autonomy and emotional stability. For those familiar with remote work, this should make sense. Remote workers can’t be continuously connected to their bosses and have to make decisions on their own. Without a strong sense of autonomy and the ability to work independently, remote work can be tough.
3. Communication Skills
Strong written communication skills are essential for remote workers, as most interaction is via email, chat, and video conferencing. The ability to communicate clearly and concisely with the entire team is critical to avoid miscommunication.
In the absence of non-verbal cues like body language or facial expressions, conveying intent and tone becomes even more challenging. Workers need to compensate by being explicit with their intentions—whether it’s using emojis to express emotions, structuring messages carefully, or over-communicating in certain cases to ensure clarity.
4. Adaptability
Adaptability and flexibility are crucial skills for remote workers. The ability to adjust to changing schedules and priorities allows for effective collaboration across time zones, quick responses to urgent matters, and better handling of technical challenges. Remote work often blurs the lines between work and personal life, requiring a fluid approach to managing tasks throughout the day.
This might mean being available outside typical work hours when necessary, but it’s equally important to set clear boundaries to prevent burnout. Successful remote workers strike a balance between being responsive to work needs and maintaining their well-being, often aiming for work-life integration rather than strict separation.
5. Self-Management
Remote workers need to be able to manage their time effectively, stay motivated, and maintain a healthy work-life balance. Skills like time management, self-discipline, and the ability to create a dedicated workspace are key to success.
With remote work, employees often have more autonomy in managing their schedules, but with that freedom comes the responsibility to structure their day effectively. The study found that workers who excel in time management are better able to meet deadlines, avoid procrastination, and balance their work and personal lives. Creating and adhering to a clear schedule, setting priorities, and using tools like task managers can help remote workers stay on track.
6. Conscientiousness
Conscientiousness is a significant predictor of success in remote work environments. Employees high in this trait are better equipped to handle the demands of remote work, from staying organized and disciplined to maintaining productivity and a healthy work-life balance.
Conscientious workers are self-motivated and disciplined, key factors in maintaining productivity outside a traditional office environment. Without direct oversight, conscientious employees can stay focused on tasks and avoid distractions, which helps them perform well in a remote setting.
Recommendations for Managers of Remote Teams
For managers looking to hire remote workers or are looking for advice for managing their existing remote team, be sure to assess employee behaviors continuously. For example, Perry indicates that “if someone does not handle stress well in the office, they are not likely to handle it well at home either. If someone gets overwhelmed easily or reacts in big ways to requests or issues in the office, they are likely less well-positioned to work remotely and handle that responsibility and stress.”
Though individuals with high levels of autonomy and emotional stability are ideal remote workers, such candidates are not always available. In this scenario, the research team suggests providing more resources and support to help foster strong relationships with coworkers and avoid strain. Also, managers may want to arrange proper training for remote work, like clear procedural and performance expectations and regular contact (virtual or face-to-face) with their teams.
It’s crucial that employers consider personality traits when deciding how to best support those who choose to take advantage of remote work. When allowing employees the opportunity to work remotely, managers should consider behavioral attributes, especially autonomy and emotional stability. That’s just one of the dimensions that we at DistantJob take into account when finding the optimal candidate to work at your company. Need to hire? Get in touch.
