To be fair, same things apply when your team isn't working remotely. It is not like being able to plan one day in advance has less value when you work in person.
It is just that remote working mercilessly exposes some of the flaws in the organization.
For example, people who look for a way to slack off now can do this much easier. The problem really is selecting right personnel and motivating them. If you try to treat the problem with a stick it most likely will fail with remote people.
I've bounced back and forth among remote and co-located positions of varying levels of effectiveness. I haven't seen much trouble with remote workers slacking off. But I have seen a lot of tension with mixed teams, typically around this problem of remote people getting frustrated about management not having their shit together. The overarching theme that I've seen is that it's really easy to confuse "enjoyable" and "effective." And co-located offices give you all sorts of opportunities to mix those up, because oftentimes the most enjoyable ways for a co-located team to work aren't really the most effective. But nobody cares, because they're enjoying it.
By contrast, one of the (un?)happy accidents of remote life is that it tends to cause ineffective organization and communication styles to also be unenjoyable.
It is just that remote working mercilessly exposes some of the flaws in the organization.
For example, people who look for a way to slack off now can do this much easier. The problem really is selecting right personnel and motivating them. If you try to treat the problem with a stick it most likely will fail with remote people.