While there’s much debate on what the return to normal will look like in a professional sense, the fact of the matter is remote work is here to stay in some form or fashion. This means leaders should be preparing now for the changes necessary to best manage teams where some or all employees are remote at least part of the time. First, it’s critical that employees are well equipped. Team members need access to asynchronous communications platforms and training on how to use them effectively. They need resources for setting up personal workspaces, and they need any peripheral equipment that they’d have access to in the office, like scanners and printers. Once remote work starts, it’s crucial to communicate clearly and often. This can be through team huddles, regularly scheduled check-ins, or pop-in messages. Managers must clearly communicate expectations. Is nine to five expected, or is there some flexibility? Make sure everyone is on the same page about what their responsibilities are and what is expected of them. Finally, it’s important to trust that things have a way of working out. Micromanaging is one of the biggest threats to employee engagement, and if employees aren’t trusted to perform their jobs, they’ll likely start looking for the exits. Hire good people and trust them to do what they do best.