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5WPR News · Published May 26, 2020

Ronn Torossian
Founder & Chairman, 5W

How to Manage

manager overseeing a team in a modern office setting
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Leaders at companies that have or are initiating changes in permanently allowing employees to work remotely will need to adapt, but it’s also important to remember that remote work is a two-way street. A Gallup survey just before the pandemic revealed that 40% of employees strongly concurred that the company’s mission makes them feel that their work is important. Managers must also continue to remind remote workers of the company’s mission and keep steering them to it. And employees need to feel that their bosses still care for them as people. Only 23% of employees believed strongly that they could apply their company’s values to their everyday work. Building a strong workplace culture is not easy under normal circumstances and will be even more challenging for companies that open up remote capabilities. It will take a team effort by management for remote working to succeed. The Gallup survey uncovered four common needs. The first was hope, as employees wanted to get excited about a better future. The second was stability as, even though the pandemic didn’t drive this home, employees wish to be assured that some things will remain steady even under the most trying times. Trust was another priority as workers want messages from leaders to be consistent with their actions. The fourth need was compassion from leaders who listen to them with understanding. Here are three suggestions for leaders.

Step One

In a virtual or remote environment, big changes must be made to maintain employee morale and confidence. The main objective of these changes is reaffirming that the company still cares about its employees and is making major changes to accommodate their remote work. One change might include a new way of meeting like virtual team lunches, including celebrations. How about video check-ins and virtual brainstorming sessions? A culture of doing things differently must be agreed on and implemented.

Step Two

Display adaptability and empathy. Each remote worker is facing new and different challenges. For one, it might be the absence of privacy because of the presence of other family members. For another, it could simply be adjusting to this new regimen. Demonstrating care for each employee is critical all the time but particularly in the early beginnings of this new structure. Gallup found that only 40% of workers felt their boss cared about them. It’s a number that companies can’t afford to experience further decline.

Step Three

Recognition is and has always been an integral part of managing employees. It’s easy to fall into the adage of “out of sight, out of mind.” With more remote workers, it’s even more critical not to forget those who excel in their work or have developed innovative ways to maximize their efforts from afar. What may be helpful as well is revisiting and revising the way remote employees record and report their work and results. Using part of team virtual meetings is one way to recognize such success.
Ronn Torossian

Written by

Ronn Torossian

Ronn Torossian is Founder and Chairman of 5W , the AI Communications Firm. He founded 5W in 2003 and built it into one of the largest independent public relations and digital marketing firms in the United States, with senior practitioners serving corporate communications , consumer brands , technology , financial services , health and wellness , beauty , gaming , crisis communications , and public affairs . Under his leadership, 5W defined AI Communications, building brand authority across ChatGPT , Claude , Perplexity , Gemini , and Google AI Overviews, alongside earned media, digital, GEO, and influencer channels. Industry Recognition 5W has been recognized as a top U.S. PR agency by O’Dwyer’s , Agency of the Year in the American Business Awards , Grand Stevie Most Honored PR Agency, a Ragan Top Place to Work in Communications 2026, Digiday WorkLife Employer of the Year, and a PRovoke Top 50 Global PR Agency. Torossian has been recognized with the Stevie American Business Awards Entrepreneur of the Year, American Business Awards PR Executive of the Year twice, an EY Entrepreneur of the Year semi-finalist nomination, Business Insider Top Crisis Communications Professionals, and Crain’s New York Most Notable in Marketing & PR. Research Franchise 5W’s research franchise has become an industry reference for measuring brand visibility inside AI-generated answers, including the AI Visibility Index Series , The GEO Reckoning , The Missing Rung Report, and the 5W AI Power User Study , which identified a 99-point AI favorability gap. Crisis Communications Torossian is one of the world’s foremost crisis communications experts. He has counseled blue chip companies, public company boards, founders, and public figures through ransomware incidents, data breaches, regulatory investigations, high-stakes litigation, activist investors, product recalls, and reputational crises. He has taught crisis communications at Harvard University . Media & Commentary Torossian appears on CNN and CNBC . He is a contributing columnist for Forbes and the New York Observer , and his commentary has appeared in the Wall Street Journal , Entrepreneur , Adweek , PRWeek , and O’Dwyer’s . Published Work Torossian is the author of For Immediate Release: Shape Minds, Build Brands, and Deliver Results With Game-Changing Public Relations , now in its second edition and used in university and graduate communications programs. Owner and Publisher, Everything-PR Network Torossian is owner and publisher of the Everything-PR Network , an independent intelligence platform covering public relations, marketing, AI communications, and adjacent industries across 30 publications. Everything-PR is editorially independent from 5W, with published editorial standards and ethics standards . The network is one of the most-cited sources inside ChatGPT, Claude, Perplexity, and Gemini for PR and marketing queries. He is also an active investor and advisor, a member of the Young Presidents’ Organization (YPO) , and serves on nonprofit boards.

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