By: Dr. Stephanie Diana Eubank
Meetings are often intended to foster collaboration and alignment, but when overused, they can drain productivity and morale. According to Deeb (2022), excessive meetings not only waste time but also signal a lack of respect for employees’ autonomy. For remote workers, this problem is amplified: meetings can feel like surveillance rather than support, especially when leaders only reach out during crises or for formal check-ins.
The Hidden Cost of Meeting Overload
Every meeting consumes time that could be spent on focused work. When leaders default to meetings for every decision, employees experience ‘calendar fatigue,’ which erodes engagement and creativity (Deeb, 2022). For remote teams, this fatigue can lead to feelings of isolation and alienation, as meetings often prioritize transactional updates over genuine human connection. Research suggests that employees who spend more than half their day in meetings report lower job satisfaction and higher burnout rates. This is not just a logistical issue—it is a cultural one. Leaders who equate meetings with productivity overlook the nuanced needs of remote workers who crave flexibility and autonomy.
Humanizing Leadership Beyond Meetings
Remote workers thrive when leaders show they care about their well-being—not just their output. A quick, informal check-in can go a long way toward building trust and rapport. Leaders who only appear when something goes wrong risk creating a culture of fear rather than support. Instead, proactive outreach signals empathy and inclusion. For example, sending a short message to ask how someone’s day is going or acknowledging personal milestones can humanize leadership. These gestures remind employees that they are valued as individuals, not just as contributors to organizational goals.
Making Communication Digestible and Morale-Boosting
To make meetings more effective and less burdensome, leaders should adopt strategies that respect time and enhance morale. First, set clear agendas and time limits. Respect participants’ time by focusing on essentials and avoiding unnecessary tangents. Second, use asynchronous tools. Not every update requires a live meeting; leveraging chat platforms or project boards can reduce meeting load while keeping everyone informed. Third, prioritize connection. Begin meetings with a brief personal check-in to humanize the interaction and foster team cohesion. Finally, solicit feedback. Ask remote employees what communication style works best for them and adapt accordingly. These practices not only improve efficiency but also create a culture of trust and psychological safety. Leaders should also remember the classic truth: some meetings really should have been an email. Avoid scheduling unnecessary meetings when a concise email or an asynchronous update would suffice. This not only saves time but also respects the autonomy of remote workers.
Ultimately, the goal is not to eliminate meetings entirely but to make them purposeful and inclusive. Leaders who balance synchronous and asynchronous communication, while maintaining genuine human connection, will see higher engagement and stronger team morale. In a remote-first world, this balance is not optional—it is essential for organizational success.
Conclusion
Excessive meetings can suffocate productivity and alienate remote workers. By shifting from meeting-heavy practices to intentional, human-centered communication, leaders can boost morale, foster inclusion, and respect the time of every team member. The future of work demands empathy, flexibility, and creativity in how we connect. Leaders who embrace these principles will not only improve operational efficiency but also cultivate a thriving, engaged workforce.
References
Deeb, G. (2022, August 3). Too many meetings suffocate morale & productivity. Forbes. https://www.forbes.com/sites/georgedeeb/2022/08/03/too-many-meetings-suffocate-morale–productivity/
Dr. Stephanie Diana Eubank DBA Remote Team Research (AKA Dr. Bear) 