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In a physical office, presence happened naturally.
You could see who was in early, who was deep in focus, and which leaders had their doors open for a quick chat. Even without speaking, those signals shaped trust and connection.
When teams went remote, those signals disappeared.
Leaders didn’t stop caring - being present didn't magically stop being important. But leaders lost the obvious way of being around. They became harder to find disappearing into the digital ether.
And when leadership becomes invisible, the ripple effects are real, although they can take a while to compound:
Presence in a virtual workplace can’t be left to chance.
It has to be designed.
In remote teams, visibility is about more than knowing someone’s online - it’s about knowing you can approach them.
When people can’t see you, they fill the silence with assumptions:
Imagine each and everytime, you started to type that important message, but stopped... How much easy was it when you saw your leader, and you could just drop in and say, "Hey, Hi, I just wanted to chat about something with you..."
Over time, the digital silence isolates leaders from their teams.
The antidote is intentional presence - not constant availability, but being discoverable when it counts.
1. Create Dedicated Leadership Spaces
Named rooms like “Alex’s Office” or “Leadership Drop-In” give people a clear, predictable way to find you. They’re the virtual equivalent of a door left open, or the regular seat that you'd check for your leader.
2. Set Consistent “Open Hours”
You don’t need to be on all day. Instead, have predictable times when anyone can pop in — weekly AMA sessions, post-standup drop-ins, or regular watercooler chats.
3. Signal Availability, Not Busyness
Instead of relying on Slack or Teams “status” dots, use your virtual office to show when you’re focused, when you’re available, and when you’re in a collaborative mode. Being at the office and by yourself automatically signals you are open and available for a chat.
4. Walk the Digital Floor
The remote version of “management by walking around” still works. With a virtual office where all rooms are visible and easily joinable, a leader can join rooms, observe project discussions, and drop by informal gatherings, and virtual walk the office, staying connected with their entire company without micromanaging.
5. Balance Openness with Privacy
Presence doesn’t mean exposure. Leaders can remain present but protect their private spaces by locking rooms for sensitive conversations, or quiet time. This visibility helps maintain trust and build real digital presence.
Micromanagement thrives when leaders think visibility means monitoring.
In reality, strong remote leadership is about being discoverable:
As hybrid human-AI teams emerge, presence will be even more important. In a sea of automation, what will set leaders apart is their ability to:
The risk of the hybrid workforce of the future where humans will start to work even more frequently with digital team members, is even more disconnection.
If we don't deliberately design the offices of the future with humans in mind, we might just loose the humanity of our organisations.
At Berst, we believe virtual offices are the foundation of an effective future. They will be the places where humans and AI teammates can co-exist, collaborate, and make decisions together. Digital spaces will be where teams can meet naturally with their digital teammates, and create truly amazing outcomes, but we don't want to drive disconnection and disengagement while we do so.
Presence is no longer a by-product of being in the same building. It’s a skill that leaders need to master in both the Digital and Physical worlds.
Those that master it will keep their teams not just aligned, but connected.
Read more about what we think about the future of remote work in The Remote Work Formula
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