Why Remote Work Is Failing Junior Employees

Remote and hybrid working have brought undeniable perks (flexible schedules, no soul-crushing commutes, and the luxury of working in your pyjamas ). But let’s not beat around the bush... When it comes to nurturing junior team members, fully remote setups might not always be the best fit. 🤯

Learning by Osmosis: The Missing Link

Remember your first job? The feeling of sitting near the office superstar, soaking up their wisdom, and learning simply by listening? That’s called learning by osmosis, and it’s pretty hard to replicate over Zoom. Junior team members thrive on proximity. Catching snippets of problem-solving conversations, overhearing how a tricky client email is handled, or even watching how senior colleagues tackle a brainstorming session.

In remote setups, those spontaneous, unstructured learning moments often vanish. No virtual meeting can replace the natural flow of knowledge-sharing that happens when colleagues share a physical space.

Feedback Is King (But Can Be Lost in the Shuffle)

In-person feedback often feels organic. A quick “Hey, can I grab you for five minutes?” can turn into a golden opportunity to dissect a project or refine a skill. Remote work, on the other hand, can make feedback feel more formal and less frequent... Scheduled into yet another meeting 🥲 instead of happening naturally in real-time.

"NOT ANOTHER REMOTE CALL"

For junior team members still building confidence, that lack of immediate guidance can slow their growth and leave them second-guessing their work.

Isolation Stifles Curiosity

Asking questions in an office? Easy. Asking questions remotely? Awkward. Junior employees might hesitate to Slack their manager about something that feels minor, fearing they’re interrupting. Over time, this hesitation can lead to missed learning opportunities and a lack of clarity about their role.

Working remotely can also isolate junior team members from the buzz of the workplace, making it harder to build relationships and understand team dynamics. Networking, after all, isn’t just about LinkedIn invites... It’s also about bonding over coffee runs or chats in the kitchen.

Bridging the Gap: How Companies Can Help

We’re not saying remote work is bad, it’s a brilliant solution for many. But if you’re managing juniors, there are ways to ensure they still get the support they need:

1. Regular Check-Ins 🗓️ Frequent, informal 1:1s can make up for the loss of impromptu office chats. Use this time for mentorship, feedback, or just to check how they’re feeling.

2. Intentional Mentorship 🤝 Encourage senior team members to take an active role in coaching juniors. Remote mentoring programs or structured “buddy” systems can make all the difference.

3. Collaborative Tools 🛠️ Invest in tech that brings teams together, such as virtual whiteboards, shared workspaces, or even casual team-building apps that mimic watercooler chat (such as gather).

4. On-Site Days 🏢 Consider hybrid setups or occasional in-office days to build those relationships and encourage true collaboration. Even a monthly team day can help bridge the learning gap.