How to Lead by Example: Healthy Work Practices for Virtual Teams in 2025

vivien77
Feb 20
3 min read

In a world where remote and hybrid work is the new normal, managers play a pivotal role in setting the tone for their teams.

Without traditional office boundaries, employees can struggle to separate work from personal life, leading to burnout and disengagement.

As a manager, your actions speak volumes. By role-modelling healthy work practices, you can foster a balanced, productive, and supportive virtual team environment.

Here’s how you can lead by example and encourage your team to thrive in 2025.

1. Set Clear Boundaries

In remote work, the lines between work and personal life often blur. This can result in employees feeling compelled to be "always on".

Managers who set boundaries send a powerful message: work-life balance matters.

How to model it: Define your working hours and stick to them. Avoid answering emails or messages outside these hours, showing your team that it’s okay to disconnect.
Why it works: Employees feel empowered to set their own boundaries when they see their manager respecting their own time.

2. Take Regular Breaks

Long hours at a screen can lead to fatigue and decreased productivity. Actively demonstrate the importance of taking breaks.

How to model it: Step away for lunch, take a walk, or schedule brief breaks throughout your day.
Why it works: When employees see you recharging, they’ll be more likely to follow suit, boosting overall focus and reducing stress.

3. Use Annual Leave

Taking annual leave isn’t just for rest—it’s a way to model healthy habits for your team.

How to model it: Use your leave and completely disconnect from work. Communicate the importance of taking time off to recharge.
Why it works: When managers take their leave, it normalises the behaviour for employees, reducing guilt around taking holidays and helping to prevent burnout.

4. Prioritise Mental Health

In a virtual environment, mental health can sometimes take a back seat. Managers who openly prioritise mental health create a safe, supportive culture.

How to model it: Share your own strategies for managing stress, hold wellbeing-focused check-ins, and encourage open dialogue about mental health.
Why it works: When mental health is treated as a priority, employees feel more comfortable addressing their own challenges.

5. Encourage Flexibility

Flexibility is one of the key benefits of remote work. Managers who trust their teams to manage their schedules foster a culture of respect and balance.

How to model it: Allow flexible hours and respect personal commitments. For example, if an employee needs to attend a family event during traditional work hours, support them in adjusting their schedule.
Why it works: Flexibility reduces stress and boosts morale, leading to a happier and more productive team.

6. Hold Wellbeing Check-Ins

Regularly checking in with your team is vital to maintaining a culture of support.

How to model it: Incorporate wellbeing check-ins into your regular team meetings, focusing on how your team members are feeling, not just their progress.
Why it works: These conversations can help you identify early signs of stress or burnout and offer support before issues escalate.

7. Build a Culture of Connection

Healthy work practices go hand-in-hand with strong team relationships.

How to model it: Organise virtual team bonding activities, encourage casual conversations, and be approachable for informal chats.
Why it works: Teams that feel connected are more engaged, collaborative, and supportive of one another.

Leading the Way

In 2025, managing a virtual team is about more than meeting goals—it’s about creating an environment where employees feel valued, supported, and inspired.

By prioritising your own wellbeing and role-modelling healthy work habits, you set a powerful example for your team.

Lead with empathy and intention, and you’ll cultivate a culture of success and wellbeing that extends beyond the virtual office.