Ways to Build Trust in a Remote Team

It’s an odd feeling to know that you work with your colleagues every day, but also that they are not physically near you.

It’s not just about the idea of someone being out of sight and out of mind, but the lack of a shared office experience.

This is why it is common for remote teams to struggle with building trust among their members in the absence of nonverbal cues or proximity.

This post will go over ways to build trust in a remote team. No matter what industry you're in or what kind of business you run, these techniques can be easily executed by any size business while maintaining quality customer service levels and productivity rates.

Why trust is important in virtual teams

Those that work in trust worthy companies, on the other hand, report that they:

1. Experience a lesser amount of stress

2. Have additional energy at work

3. Are extra productive

4. Take less sick days

5. Are more satisfied with their lives

comminication-teams How to build trust in virtual teams

When you first make a new team, trust appears easy. There’s a concept called swift trust that applies to groups of people who have to work together for the first time or short-term projects.

At a very basic level, swift trust means that the people in your newly formed team automatically have some trust in each other because they need to rely on their peers to navigate a new situation. It’s almost like a honeymoon period for your team.

The team who move from that phase it’s difficult to build trust with the team and now it is more as we all are connected virtually.

To rebuild the trust when you are back in the office after remote work culture it will take time to even get normal. So start this to build trust while remote work culture and also in the office.

1. Be Clear About Your Actions

An effective way to build trust among your remote employees is to be clear about what you do, and what you don’t do.

If you say that you are going to do something, the remote team member should see it happen.

I’ve heard of several CEOs taking advantage of this technique by sending an email with a list of tasks for a week or two in advance (preferably before 4 PM).

This creates a safety net for them if needed. If the CEO can communicate his plans clearly and work by plan, this builds trust within the team.

2. Respond Quickly

Remote employees often forget that their remote boss is usually waiting on them, so it is important to be faster in responding to your needs than you are of someone who is sitting right next to you.

For example, if you want your co-worker to walk a few blocks for an hour or two every day, it is best to communicate this to him or her in advance so they can prepare for an extended absence during the times that they will be out of the office.

If not communicated effectively, this can be a difficult situation for both parties and confusion them.

3. Make Directions Easy to Follow

Your remote employees need to know how and when they can work with you.

Make it clear that it isn’t unusual for them to have to leave the office during certain parts of the day to drive somewhere else or interview someone.

If you make directions easy to follow, this will encourage participation without giving remote employees a feeling of being left behind.

A common example is emailing a message with directions a few days in advance while leaving plenty of room for the worker to decide if he or she needs those directions on hand or not.

Other examples include leaving conference rooms open with extra connectivity, whiteboard notes, etc.

4. Manage conflicts, don’t avoid them

70% of remote team members have experienced workstation conflict. 60% of those conflicts were with fellow team members, while 10% were with a boss or manager.

According to remote teams, the three main sources of conflict are:

Work-related stress

Lack of collaboration

Rude behavior

Conflicts can also happen because of miscommunication or conflicting work styles and personalities.

Employers might not be able to see them, but conflicts can and will happen in a remote team.

Don’t ignore them. If you haven’t caught on any disagreements, it’s maybe because you’re not giving close enough attention.

5. Recognize team members’ achievements

When a team member senses like they don’t matter to you, it’s hard for them to trust.

By identifying when people do well, you prove that you do see people as important individuals.

To keep the track of every employee have a time tracking tool like Time Champ that will help you to know the more productive and effective employee.

Get a clear picture of your employee’s performance and reward them according to this will boost their trust towards the company and management.

Time Champ helps you to get the performance metric of your remote employee in a single dashboard and then you can appreciate the hard work done by your employee.

Take the next step

See Time Champ in action! Watch our on-demand demo webinar

Want to know more? Book a Demo

Don’t have Time Champ? Sign up for a free account in minutes , no credit card required