As remote work continues its exponential growth and fewer employees are now located alongside their colleagues, trust issues are often the workplace’s first discussions.
Why is trust so important?
Trust is key to employee participation. One of the most important qualities of a leader is trust: when employees do not trust the organization’s leadership, their chances of participating are very low. But when that trust is established, the chances of compromise are quite high.
Also, trust improves work effectiveness, group dynamics, and productivity.
We cannot stress this enough. Communication is undoubtedly the most important factor in team collaboration. This means sharing goals, objectives, and projects on a professional level and a personal level.
Maintaining channels for continued, transparent communication is the most effective way to keep a team collaborating effectively and building trust. This is where remote teams actually have an advantage, unlike in-office teams that tend to get caught up in unnecessary meetings.
A mix of synchronous and asynchronous options ensures team members have a way to stay in touch regardless of their communication style.
Set Clear Goals
A clear way to build trust is to commit to specific objectives. That is why it is extremely important to be realistic and not take on tasks that we cannot cover. Once a commitment has been made, and expectations are created, it can create a feeling and mistrust within the team if the objective is not met.
However, at this point too, communication and transparency are important. The team leaders must establish how the objectives will be monitored –weekly by videoconference, daily through an excel table, monthly through a report, etc.– so that there are no doubts.
Appreciation and Recognition
Giving regular feedback and appreciating your employees greatly contributes to their motivation, especially when they work remotely. Once you see how your employees flourish in your company thanks to positive feedback, appreciation, and even public recognition, you will always try to apply this strategy.
It’s easy for remote workers to feel out of the loop and undervalued unless you let them know that you recognize and appreciate their talents.
Build trust starting at the hiring stage by building on what you learned about the employee through the interview process and help them develop the strengths they have.