Business Acumen / Personal Effectiveness
Beyond the Screen: Mastering Communication and Time Management in Remote Work
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Whether you’re juggling office days and work-from-home mornings or collaborating with teammates scattered across time zones, one truth remains: communication is messy.
Without the casual chats, body language or quick clarifications we’re used to in an office, it’s easy for things to get lost. Responses get delayed. Tones get misread. Messages slip through the cracks. A quieter teammate’s brilliant idea can get buried under frequent messages from other teammates. The polite “thanks” can be misread as sarcasm or passive-aggressive behaviour. These issues can be further compounded when teammates are working across different time zones. It doesn’t have to be this way.
In this article, we explore how understanding communication styles and time management techniques can help us connect more clearly and work more effectively with remote teammates.
Developed over decades of workplace research, the DiSC framework categorises communication preferences into four styles: Dominance, Influence, Steadiness, and Conscientiousness.
Each style brings something valuable to the team but also has unique challenges when working remotely. In the sections below, we’ll explore each style in more detail, highlighting common difficulties and simple ways both the individual and their teammates can adapt to work better together.
D-types might get frustrated with meetings that don’t stay on track or long, incoherent email threads that lack a clear purpose or solution. Without a clear goal or action plan, they may feel that time is being wasted, and their direct communication style can come across as blunt or impatient in written messages.
How teammates can support D-types: Be clear and concise. Come to meetings with a goal in mind and summarise next steps. Avoid over-explaining or looping them into every conversation. Stick to what’s relevant and actionable.
How D-types can adapt: It’s worth pausing to check your tone before hitting send. A little context or a friendly opening can go a long way in keeping communication respectful and collaborative. When working with more reserved teammates, D-types may also benefit from pausing to ask for input before moving ahead.
I-types might miss the energy of in-person chats or team banter. They thrive on social interaction and verbal feedback. Remote settings can feel isolating or demotivating if those connections aren't intentionally built. Their enthusiasm may also be misread as off-topic or overly casual in more formal channels.
How teammates can support I-types: Make time for informal check-ins or small talk before diving into business. Use emojis, reactions or short comments to show engagement. Sometimes, a simple thumbs-up can help an I-type feel heard. When possible, give feedback in a conversational way rather than formal written notes.
How I-types can adapt: Try to read the room (or Teams channel). Save the banter for chat threads designed for it and match the tone of more formal communication when needed. If you're feeling disconnected, don’t hesitate to reach out for a quick call instead of waiting for the next scheduled meeting.
S-types may hesitate to speak up in fast-paced group calls or chats, especially if conversations move quickly or feel competitive. They value harmony and may avoid raising concerns or interrupting, which can lead to their input being overlooked. They also prefer consistency and may find frequent changes in tools, schedules or team structures challenging.
How teammates can support S-types: Give them space to contribute. For example, ask for their thoughts directly or schedule a one-on-one after a meeting. Provide plenty of notice for changes or deadlines when possible and create a supportive environment where questions and concerns are welcome.
How S-types can adapt: Try not to let discomfort with conflict stop you from voicing your perspective. Even a simple “I’d like to add something” can open the door. If live discussions feel too fast, use written channels to share your thoughts more comfortably and on your own time.
C-types might spend more time crafting a message than actually sending it, striving to get every word just right. They tend to be cautious and thoughtful, which can be a strength, but it also means they may delay sharing work or raising questions until they’re confident in the details. In a fast-moving remote environment, this can sometimes be mistaken for disengagement.
How teammates can support C-types: Be clear about expectations and timelines. Give context and enough detail upfront to avoid unnecessary back-and-forth. Allow them time to prepare if you're asking for feedback or a decision, especially on complex issues.
How C-types can adapt: Perfection isn’t always practical, especially in a fast-moving remote setting. Focus on clarity over completeness and don’t let fear of getting it wrong delay communication. It can also help to explicitly check whether more detail is truly needed or whether “good enough” is actually enough.
Most of us don’t fit neatly into one style; we’re a mix, and it often depends on the situation. Someone might be calm and steady most of the time but take charge when a deadline is looming. Styles can shift over time or adapt in response to the needs of the team. It’s not about putting people in boxes, it’s about recognising how others prefer to work and finding ways to meet them halfway.
In today's world, the internet serves as a landscape of opportunities, connecting individuals and businesses across continents in real-time. However, as our reliance on digital platforms grow, so does the significance of time zones in shaping our online interactions and business operations.
Leveraging time zones enables organisations to optimise their operations, ensuring timely communication and fostering cross-functional collaboration, innovation and growth in a more interconnected world.
Mismatched working hours can make it difficult for organisational managers and leaders to develop, coach and mentor their team members. Communication can become fragmented due to varying work hours, leading to miscommunication, lack of understanding and delays. Building rapport and trust is more difficult without face-to-face interactions, which can impact team cohesion and culture.
Scheduling virtual meetings across multiple time zones requires a keen sense of time sensitivity and awareness. Coordinators must consider the working hours and preferences of all participants to avoid inconveniences and ensure maximum attendance. This involves balancing different time zones to find a mutually agreeable slot, which can be challenging when team members are spread across continents.
Effective use of scheduling tools and clear communication about time zone differences can help mitigate these challenges, ensuring that meetings are productive and inclusive for everyone involved. Organisations must invest in cross-cultural competency training to navigate cultural nuances and bridge communication gaps across diverse time zones.
Fostering a culture of inclusivity and respect for different time zones fosters a sense of belonging and collaboration among remote teams. By prioritising work-life balance and accommodating individual preferences, organisations can attract and retain top talent from around the globe, driving innovation and competitiveness in an increasingly interconnected world.
In Australia, employers need to be mindful that employees of “non-small businesses” have the right to refuse to monitor, read or respond to contact (or attempted contact) outside their working hours unless doing so is unreasonable.
This includes contact (or attempted contact) from an employer or a third party. Employers and employees should set clear boundaries and expectations that suit the workplace and the employer’s role.
For small business employers and their employees, the right to disconnect provisions applies from 26 August 2025.
In August 2024, the Australian Bureau of Statistics confirmed 36% of the employed Australian workforce usually works from home. Managers and professionals are responsible for 60% of the occupations working from home. The main reasons people worked from home included wanting more flexibility in choosing their hours (25%) and catching up on work after hours (21%).
In the high-pressure world of Australian financial services, effective time management is essential for maintaining productivity, meeting regulatory demands and delivering exceptional client service.
Key techniques include setting clear priorities, utilising time management tools and fostering a disciplined work culture. Employees are encouraged to set boundaries, minimise distractions, and, where appropriate, delegate tasks.
Setting clear priorities involves identifying the most critical tasks that align with organisational objectives and focusing on them first. This can be achieved by implementing proven time management strategies to help professionals stay ahead:
Managing time effectively in the financial services sector comes with its own set of challenges. The fast-paced nature, client and customer expectations and regulatory demands can make it difficult to maintain a balanced schedule.
While platforms such as Google Calendar, Microsoft Outlook Calendar, Microsoft Teams, and Zoom form the foundation of many organisations' scheduling infrastructure, a number of lesser-known but accessible tools can further enhance coordination and reduce administrative burden, including:
Calendly and Doodle can be particularly effective for cross-company collaboration, where internal calendar visibility is limited or unavailable, enabling seamless coordination without access barriers.
The repercussions of poor time management and unmanageable workloads can have far-reaching consequences that affect organisational performance, increasing the likelihood of missed deadlines, compliance breaches and overall reduction in quality.
Employees often face competing priorities and tight deadlines, which can lead to stress and burnout if not managed properly, resulting in a work/life imbalance. Employees may feel compelled to sacrifice their health for the performance of the organisation. This can have a material impact on the organisation’s workplace culture and reputation.
Remote work in a global, digital landscape has transformed how teams connect, communicate and collaborate. While it offers flexibility and access to diverse talent, it also introduces challenges, including navigating time zones and communication styles to managing workloads and maintaining cohesion. Misunderstandings, delays, and burnout can arise without intentional strategies in place.
To thrive in this environment, organisations must foster a culture rooted in empathy, clarity, and inclusivity. This means recognising diverse communication preferences, respecting local norms like the “right to disconnect,” and leveraging time management techniques and digital tools to streamline collaboration. By setting clear expectations, promoting work-life balance, and adapting to individual and cultural differences, teams can bridge the gaps created by distance.
Ultimately, effective remote work isn’t just about tools or schedules — it’s about building trust, supporting well-being, and creating a resilient, high-performing culture where everyone can contribute and succeed.
Fair Work Ombudsmen (2025). Retrieved 3 May 2024, from http://www.fairwork.gov.au
Australian Bureau of Statistics (2024). Retrieved 4 May 2024, from http://www.abs.gov.au
