This seems to be arguing for more mentorship time. > Every successful remote team still needs to master semi-regular synchronous meetings to combat the “island

This seems to be arguing for more mentorship time. > Every successful remote team still needs to master semi-regular synchronous meetings to combat the “island” effect. No matter how shy or introverted an employee may be, you, as a leader, need to hear their voice fairly frequently and pay attention to their messaging in how they discuss their work.) How are we defining a mentor? I don't necessarily think I've had a "mentor", but I've had managers that allowed me to grow and learn on my own, some more than others. I don't think I would have had a lot of value added from more time/meetings with these managers, but I might be willing to call one or two of them "mentors". Maybe part of the whole restructuring needs to be defining when there is a mentorship going on, even