It’s a universal leadership challenge. In this new work-from-wherever world, how can we get the most from hybrid and remote teams? Will we find answers in data-based performance metrics? What about simply leading with heart, consideration, and transparency? And what about trust?
Consider this great line from the Deloitte 2024 Human Capital Trends report: “Imagine a world where trust between workers and their employers is the currency of work.” Yes, please.
Team members who work from a foundation of trust are more engaged — more willing to put in extra effort, more willing to collaborate, and more willing to listen. Now we’re talking.
But trust doesn’t start with employees. It starts with leaders. And lately, I’ve been called into some discussions about remote teams that remind me of one simple fact — trust isn’t earned by metrics.
Leadership strategies that inspire trust (and by extension, engagement) are fairly straightforward. For a leader, that’s a gift. So, if you lead distributed teams, here’s a checklist worth keeping in mind:
10 Simple Ways to Build Trust With Remote Teams
Fostering Connections and Camaraderie
1. Bake Belonging Into the Distributed Mix
Do you go out of your way to ensure open interaction and information sharing? Siloed communications rapidly break down any sense of cohesion and trust. When people feel left out of important conversations or decisions, friction and doubt can quickly fill the void. Treat everyone on your virtual team as if they’re working in the same room. It may require extra effort to include people in the day-to-day flow of energy, but this is non-negotiable.
2. Break the Ice
To reduce a sense of distance, lighten the mood. Try fun social activities or exercises that help people connect and relax. Host a remote workspace reveal party, a bring-your-pet-to-wherever-you-work day, or a digital coffee break to share work-life realities or discuss a hot industry topic. These efforts may seem like a waste of valuable time, but low-key interactions bring people closer. By learning who our coworkers are outside of structured business calls or message threads, we plant simple seeds of trust.
3. Rely on the Right Tools
There are so many great apps for group communication now. Most are easy to use and many offer free levels of service. Just make sure the tools you choose are accessible to all and everyone feels comfortable using them. Before you decide, ask people which tools they prefer. And encourage everyone to include photos and background information in their profiles, so people feel like they’re interacting with humans, rather than just a stream of text.
Communicating Effectively
4. Be Present
Effective communication is essential when it comes to remote leadership. The truth is, there is no real leadership without effective communication — remote or otherwise. Leaders can’t build trust by being silent partners or dropping in for occasional cameo appearances. Remote teams need an even stronger sense of a leader’s presence. But don’t confuse this with micromanagement. It’s about keeping people aligned and empowered by remaining aware, available, and supportive.
5. Listen. Listen Better
Are you paying attention to what employees say? Really? We’ve all participated in meetings where a leader is obviously checking emails or working on another screen instead of listening to what people are saying. The energy level drops like a rock. If you’re overloaded with so many meetings you can’t actively participate, schedule fewer meetings. Don’t compromise on attention. Being present for half an hour can add up to months of trust and engagement.
6. Go Small
Want to get to know people? Set up a series of listening sessions with managers and their teams in groups of 5 or 6. Get to know what the team is doing. Ask team members to tell you what they’re proud of. Then, don’t just let them talk. Absorb the information, ask follow-up questions, and thank them afterwards. If they suggest actions you should take, tell them what you intend to do. Then be sure it gets done.
Don’t Dismiss Accountability
7. Walk the Walk
Building trust and accountability is a leader’s job. It’s all about setting an example with self-accountability and transparency. If you’ve neglected or overlooked a task you’ve signed up to do, own it. But more importantly, if you say you’ll do something — however minor — follow through and do it. Little let-downs add up. In contrast, people are so jaded these days that delivering on a promise can seem like a revelation.
8. Show Your Humanity
Leaders shouldn’t have to be reminded to do this, but I understand if you feel the need to be guarded. It’s a jungle out there. Naturally, leaders may want to hold back. But the health and viability of your work culture depends on your willingness to show team members and managers something about yourself. No one will be comfortable being genuine and authentic if you are not. Lead the way.
9. Make Room for Concerns
With remote teams you won’t see employees knocking on the door to privately air a concern. But a virtual pathway needs to be available. Issues that crop up in on-site teams exist in remote settings, too. The problems may take different forms, but they need to be addressed just as swiftly and seriously. People need a clear path to you. And they need to trust that whatever they confide will be heard and kept safe. Regularly assure employees that they can come to you with issues or questions and their anonymity will be protected. And keep your word.
10. Recognize Effort
Back to trust. Sometimes, knowing our work will be acknowledged tends to inspire us to work just a little bit harder. As a leader, openly recognizing this kind of effort is really a key here. It doesn’t matter where we’re located. We all work hard. Honor it, celebrate it, and reward it! I guarantee, this kind of positive reinforcement is an investment that will continue to pay dividends over time.
Building Trust With Remote Teams Isn’t Rocket Science
Sometimes, leadership isn’t as complicated as we think — and this is one of those situations. Remote team members are only human. If you treat them with trust and respect, more likely than not they’ll respond in kind. So I suggest starting with simple things. Over time, you’ll see a difference. Trust me on this.
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