Build Trust Towards Your Remote Team Effectively

Build Trust Towards Your Remote Team Effectively

Transitioning from being an onsite team to a remote team may feel overwhelming for your employees, especially with the threat of the coronavirus still lingering. Moreover, your staff may end up overworking as they have the impression that they are not doing enough. Add that with them trying to adapt to a work-from-home setting.

Now, how do you lessen the burden of remote work in your employees? All you need to do is to trust your workforce. When you establish a trusting relationship with your team, they will surely thrive and become more productive.

The following tips will show you how to build lasting trust in your virtual staff.

Take the Time to Know People

Probably, it is now time to socialise with your workers. If you want to build trust, you should get to know them on a personal level. On the other hand, encourage your remote team to engage with each other in conversations – including the silly ones. In doing this, you ease up any tension or intimidation that your employees may feel about you and others.

Besides, as the boss, you must also check on your staff. Ask how they are doing and know if they are having any problems with the new work arrangement. In showing them that you are concerned and involved, you create a sense of connection within the company even with the distance.

Leave No One Behind

It may sound cliché, but as a manager, you must never leave anyone behind – particularly with the daily goings-on within the company. With onsite work, people would not mind becoming uninvolved. However, being isolated from your co-workers and friends could hurt a person’s mental health.

By setting up a team chat tool with software such as Zapier or Slack, you can keep everyone within the network involved. Instead of using email for announcements, you can also use telecommunication software such as Skype and Zoom to make announcements, bring in relevant news, and host teleconferences.

With communication lines always open, employees may begin feeling certain that everything will be fine.

Define Work Expectations

Another way of building trust with your remote team is through setting clear objectives and having them involved with the process. By setting goals, you will no longer have to check on your employees’ work progress periodically.

With remote work, managers tend to micromanage their staff, and this could lead to a rift in the boss-and-employee relationship. Furthermore, micromanaging could lead to more stress on both parties.

However, if you discuss objectives and set goals with your employees, they will know about what they will be doing for a specified period.

Post announcements, if possible. Tell them to give an update of what they have accomplished in a day. Send them a weekend report and inform them of company stats. Give your staff a concrete objective to work on and ask reports for progress.

As you set expectations and goals, make sure that you stick to them as well. Let your team know that you will not change goalposts all of a sudden. Remember, you have to be transparent with any changes or issues. If you need to update them with objectives, hold a meeting and keep a record of what you have discussed.

Aim for Work Output Instead of Time-In Seat

Do not focus on who spends the most time working. Long work hours do not usually equate progress. Instead, keep your eyes focused on how much an employee accomplishes. Trust your employees by the value of their work output and not on the hours spent on the time-in seat.

Mechanise Work for Your Remote Team

Adapt new tools and automate your employees’ work practises. Use computer software such as Google Docs, Trello, and Zendesk to monitor work progress. Assign team leaders and delegate tasks if you have enough workforce.

In doing so, you lessen your workload, and you avoid micromanaging. Furthermore, you let your employees know that they are not outliers or exceptions.

Making your employees accountable takes trust – lots of it. Incorporate means to create a personal connection within the company. Strengthen foundations by showing that you are involved. Set concrete targets. Avoid micromanaging at all times. For your business to survive in the coronavirus pandemic, establish a trusting relationship with your remote team.

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