As more and more companies move towards remote work, team leaders must adapt to managing a team that is geographically dispersed. One of the biggest challenges that team leaders face when managing remote employees is building trust. Trust is the foundation of any healthy relationship, and the same can be said for a work relationship. In this blog, we will explore some effective trust-building practices for team leaders to manage remote employees successfully.

Set clear expectations and goals 🎯

Remote work can create ambiguity when it comes to expectations and goals. Due to the lack of physical presence, remote employees may struggle to understand what is expected of them. Setting clear and concise expectations and goals can help remote employees remain focused and productive. It is essential to ensure that the expectations and goals are measurable, attainable, and relevant. Team leaders should communicate these expectations and goals at the onset of the project and revisit them regularly.

A team meeting discussing clear expectations and goals

Communicate regularly and effectively 💬

A key element of building trust with remote employees is communication. Team leaders must ensure that they communicate regularly and effectively to keep remote employees informed and engaged. Regular check-ins and feedback sessions can help remote employees feel valued and part of the team. Team leaders must ensure that they use a range of communication methods, such as email, instant messaging, and video conferencing, to accommodate different communication preferences.

A team leader communicating with remote employees through video conferencing

Make time for small talk and informal conversations 🗣️

In an office setting, informal conversations and small talk are an essential part of building relationships and trust with colleagues. These conversations help to build a sense of community and foster an environment of collaboration. As remote employees may feel isolated, team leaders must actively make time for small talk and informal conversations during team meetings or one-on-one catch-ups. These conversations can be about anything from hobbies to family and can help remote employees feel more comfortable with their colleagues.

A team leader engaging with remote employees in informal conversations during a team meeting

Provide feedback and recognition regularly 🏆

Providing feedback and recognition for a job well done is essential for building trust with remote employees. A lack of feedback can lead remote employees to question their performance and feel disconnected from the team. Team leaders must provide regular and constructive feedback to remote employees. They should also recognize and acknowledge a job well done publicly to build a sense of achievement and pride.

A team leader recognizing and providing feedback to remote employees publicly during a team meeting

Ensure all team members are treated equally and fairly 🙌

As a team leader, it is essential to ensure that all team members are treated equally and fairly. Remote employees may feel left out of conversations or decisions, leading to a lack of trust in their colleagues and the team leader. It is crucial to ensure that remote employees have the same opportunities as their office-based colleagues and are included in all relevant discussions and decisions.

A team leader ensuring that all team members are included in the decision-making process equally and fairly

Conclusion

We hope that this blog has provided you with some effective trust-building practices for team leaders who manage remote employees. Remember that building trust takes time and effort, but it is essential for creating a strong and productive remote team. Setting clear expectations, communicating regularly and effectively, making time for small talk and informal conversations, providing feedback and recognition regularly, and ensuring all team members are treated equally and fairly are all crucial steps for building trust with remote employees.

A team leader managing remote employees effectively