Why would someone put on perfume for a video call?
Not because anyone can smell it. Because it makes them feel confident.
That small ritual — getting ready as if the interaction matters — was one of many insights that emerged from a panel discussion we recently hosted. As part of our career development and mentoring initiative, we brought together remote employees from different functional areas who have successfully navigated visibility, engagement, and career growth without being in the office.
Even though the panelists came from diverse backgrounds, the themes that emerged were remarkably consistent.
Why This Conversation Matters
Remote work is no longer temporary. Yet many employees still struggle with the same questions: How do I stay visible? How do I build relationships? How do I get promoted when leadership doesn’t see me every day?
Rather than rely on generic advice, we wanted to hear from people in our own organization who have figured it out. Their insights were practical, specific, and immediately applicable.
The Fundamentals Matter More When You’re Remote
Several themes emerged around the basics — things that might seem obvious but become critical when you’re not physically present.
Demonstrate ownership through stretch assignments. Don’t wait to be invited. Proactively raise your hand for projects that push your skills and increase your exposure. This signals ambition and accelerates growth.
Be consistently available. In a remote environment, responsiveness builds trust. When someone pings the team and you reply promptly, it reinforces that you’re present and reliable. Over time, this creates a reputation that opens doors.
Camera on, energy up. Every video interaction is an opportunity to project presence and engagement. One panelist noted that investing in quality equipment — camera, microphone, lighting — creates a more polished, professional impression that compounds over time.
Relationships Require Intentional Investment
In an office, relationships happen organically — hallway conversations, coffee runs, overhearing interesting discussions. Remote employees have to manufacture those moments deliberately.
Maintain a strong connection with your manager. This looks different for every relationship. Some pairs meet weekly for structured 1:1s. Others operate on management by exception — high trust, connecting only when needed. The key is that both parties understand and honor the rhythm that works for them.
Schedule virtual coffee chats. Block time to meet colleagues across functions. These informal conversations build your internal network and often lead to unexpected collaboration or opportunity.
Use recognition systems generously. A simple thank-you note or shout-out through your organization’s recognition tools goes further than you’d expect. It builds goodwill and keeps you top-of-mind with colleagues across the organization.
Volunteer for cross-functional initiatives. Signing up for committees, ERGs, or projects outside your core work exposes you to people with shared interests and values. These relationships often become the strongest in your network.
Small Rituals Create Big Impact
Some of the most memorable insights were the personal rituals panelists have developed.
One uses humor intentionally to break the ice — making video calls feel more like in-person conversations and helping others relax.
Another makes quarterly visits to the primary office location. These trips aren’t mandatory, but they build and reinforce relationships that sustain collaboration during remote months.
And yes — one panelist wears perfume before video meetings. It’s a personal ritual that creates confidence, even though no one else would ever notice.
The Mindset That Changes Everything
Perhaps the most powerful insight was a simple reframe one panelist shared:
“Get to do this — not have to do this.”
That shift in perspective — from obligation to opportunity — changes how you show up in meetings, how you approach tough assignments, and how you engage with colleagues. It’s small, but it’s transformative.
Takeaways for Remote Employees and Leaders
If you’re a remote employee looking to thrive:
- Own your visibility. No one will advocate for you if they don’t see your work.
- Be intentional about relationships. They won’t happen by accident.
- Find rituals that make you feel confident and present.
- Shift your mindset from “have to” to “get to.”
If you’re a leader supporting remote employees:
- Create space for them to take on stretch assignments.
- Be explicit about what good communication looks like in your relationship.
- Recognize that remote employees may need different support — not less, just different.
Remote success isn’t about secrets. It’s about habits — consistently applied over time.
What practices have helped you succeed in a remote environment? I’d love to hear what works for you.