Is the ROI of Remote and Hybrid Work Options Worth the Effort?

Cathie Leimbach • January 30, 2024

Studies show that many hybrid and remote workers are more engaged with their work and are happier with their life than when they worked at company facilities. Yet, the need to support hybrid and remote workers with intentional strategies for communication, collaboration, and relationship building and the challenges in setting effective policies around work location are contributing to increased stress at work.


52% of employees report experiencing ‘a lot of stress at work yesterday’. Since this leads to poor wellbeing, productivity, and longevity, it is important that we address significant workplace stressors. However, work location is not the most critical stressor.  

Let’s remember that one of the common reasons for employees quitting or choosing to work remotely is to get away from a bad boss. Gallup’s research indicates that ‘how employees are managed has about four times as much influence on employee engagement and wellbeing as their work location’.   


Today, there is a downward trend in employees’ sense of connection with their organization’s mission and purpose. When employees don’t have faith in their leaders, they lose faith in the organization’s potential to offer them a future. Only 23% of U.S. employees strongly agree that they trust the leadership in their workplace. Yet, when leaders communicate clearly, lead and support change, and inspire confidence in the future, 95% of employees report fully trusting their leaders.

It is pretty clear that gaining employees’ trust by leading effectively is a much bigger concern than work location! Yet, few organizations invest in training people leaders in effective people management practices. Why are many sweeping this elephant under the carpet? 

·       Perhaps the hard task of changing one’s leadership approach is too daunting.

·       Maybe the challenge of measuring the benefits of investing in soft skill training doesn’t meet their return-on-investment criteria.

·       It could be that they don’t know what practices are effective, so they don’t know where to start with training.


Although it isn’t well known yet, there is very good news in the leadership development arena. There is a solution to these dilemmas! The developers of a program called Conversational Management digested a lot of credible research on management practices. They studied the intersection of these research findings and developed a very impactful, interactive training program which guides leaders in becoming effective people managers. At least one company has documented a 20-fold return on its training investment.

And they offer an easy try-before-you-buy opportunity! To learn more, participate in the first module of Conversational Management by registering for the next Zoom Test Drive. I look forward to seeing you there!

The Empty Chair Is Trying to Tell You Something

By Cathie Leimbach • August 18, 2026
An empty workstation gets your attention. What caused it should keep your attention. When attendance becomes a problem, the first response is often to review the policy, document the absence, or find someone to cover the shift. Those things may be necessary. But they don't tell you why the problem is happening. A conversation might. Instead of starting with “Why do you keep calling off?” try “I've noticed you've missed several days recently. What’s going on?” Then listen. You may hear about something outside of work. But you may also discover frustration with a supervisor, conflict with a coworker, unclear expectations, scheduling difficulties, or an employee who no longer feels valued. Understanding the reason doesn't mean ignoring attendance expectations. It means you know what you're actually dealing with. Also, look for patterns. Is absenteeism higher on one shift? In one department? Under one supervisor? Did it increase after a schedule or leadership change? Those patterns may tell you where another conversation needs to happen. Most importantly, don't wait until attendance becomes a disciplinary issue to start talking. Check in with employees. Ask what's making their work harder. Ask what they need from their supervisor. And when someone raises a concern or makes a suggestion, be sure to tell them what action you are taking or why their idea won’t be implemented. The goal isn't to eliminate accountability. It's to address problems before accountability is the only conversation left. Conversation is Where Leadership Happens™ You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on September 21. Gain insights from Cathie Leimbach and other attendees. Register here for the FREE Workplace Conversations Clinic 

Is Absenteeism a Pain in Your Pocket?

By Cathie Leimbach • August 10, 2026
Absenteeism is expensive. Every unexpected absence costs more than a day's wages. Someone else may need to work overtime. Priorities get reshuffled, service slows, projects fall behind, and customers notice. Before long, absenteeism starts taking money right out of your pocket. That's why many organizations turn to attendance policies, incentives, disciplinary action, or tighter oversight. But what if those approaches are addressing the symptom rather than what's really going on? Most people don't wake up one morning and suddenly decide they don't care about their work. Disengagement usually happens gradually. People stop sharing ideas. They stop feeling heard. They begin doing only what's required. Eventually, some stop showing up. By the time absenteeism is brought to your attention, the real issue may have been growing for weeks—or even months. If absenteeism has become a recurring challenge, don't just ask, "How do we reduce call-offs?" Instead, ask "What happened before people stopped wanting to show up?" That question may lead you somewhere an attendance report never will—and may ultimately save far more than overtime costs. Attendance problems. Accountability. Difficult conversations. Team conflict. Every leader faces workplace people challenges, and few have been taught exactly what to do when they arise.  Talking through your challenges with others can be helpful. Ask questions of your network. Get some ideas online. Sometimes another perspective is exactly what you need to see the situation differently. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic