7 Ways Leaders Can Build Trust on Remote Teams

 

 

 

 

Trust is a word everyone understands but few can accurately define or measure. It seems at once essential but fluffy, complex yet simple. According to the Human Capital Institute, trust can be defined as “the willingness to put oneself at risk based on another individual’s actions.”

What does that mean in a business context? And how can trust be measured in economic terms like risk, speed, and cost? Research has shown that high-trust organizations have a total return to shareholders that is 286 percent higher than low-trust organizations (Say what!). The top 25% of retail stores that rank high on trust achieve 7% above budget annual sales and 14% sales productivity gains. The impact of trust on productivity and efficiency is clear.

Surprisingly, the simplicity of trust lies in the economics: as trust increases, so does speed. Speed goes up in high-trust cultures because costs and risks go down. In teams where trust is low, costs and risks go up, resulting in a trust tax that slows down work across the organization.

Building trust – and maintaining it - is never easy. And if you didn’t know that before, the events in recent years proved to us that it can be even harder when we don’t see each other regularly (or ever). And while difficult, many good things happen for team dynamics and results when trust is higher as the previously mentioned research demonstrates. So, it stands to reason that leaders of distributed teams need to be thinking about building trust across their teams.

Here are seven ways leaders can tackle the tangled web of trust – and make positive steps in building trust in their teams. You've probably heard most of these things. But as Confucius said, "knowing and not doing is not really knowing." As you read through the list, identify small acts you take daily to foster trust with/among your team and others.

1. Go First
The single most valuable thing you can do in building trust across your team is to trust the team. Trust builds when people exhibit trust in others, and when that comes from the leader, it sets a powerful, if not consciously noticed, example. As you read the rest of these suggestions, you will notice that each is a tangible way of showing your trust in individuals and/or the team.

2. Be Intentionally Other Focused
Being other focused is letting people see that you care about their needs and their concerns. The list of ways you can do this is long. But specifically in a remote leadership context, make sure you actively listen, provide time and availability to meet the needs of your team, and respond to them promptly. Make sure too that you talk with people not just about the work but spend time showing you care about them and their family too.

3. Make Connections
When teammates aren’t in regular proximity, they don’t always know the experiences, interests and aptitudes of their teammates. As a leader, make those connections and build those bridges. When you let John know that Kristen has expertise in a specific area, you bolster Kristen’s faith in you and promote the building of trust between the two of them at the same time.

4. Delegate More
One of the most tangible and noticeable things you can do to show your trust in others is to delegate meaningful work to them. Make sure people see that you are delegating because you trust them and give them the chance to be successful. Your willingness to let go and let them succeed (even if they fail a bit at first) sends a message, even if everyone works remotely.

5. Engage the Team More Often
I said before that listening is a trust building behavior, but it’s hard to listen if you don’t ask. Ask your team (and individuals) for their input, expertise and perspective. Remember that ideas that come from the group are more easily accepted, and so cede ownership even if you had the same idea. It takes a humble and trustworthy leader to ask for help and input. Do this more often and more publicly. Don’t do it for show, but to show, in a remote team environment, that you earnestly value the perspectives of others.

6. Create More Specific Expectations
When expectations are more specific, it is easier for people to reach them, or communicate when they might not. If I tell you I need something Thursday, what does that mean? Start of business? Close of business? And if you deliver it by the close of business, you feel like you met the expectation, right? But if “Thursday” to me means start of business, trust wasn’t built in this situation. While setting clear expectations are always important, in a remote working environment, where there is less direct and spontaneous communication, clearer expectations are more important.

7. Create Chances for Interaction
If you want trust to build across your team you must give people the chance to interact. That means including non-work conversations in meetings and encouraging people to share time to interact and get to know each other beyond transacting the work. When people work remotely, this is sometimes harder for people to do. If you lead by having interactions with your team members, you are showing them through your example that those interactions are important and encouraged between team members too.

As you do more of these things you are actively participating and leading the team in building trust. The results will be astounding and very rewarding.

"Trust is the glue of life. It's the most essential ingredient in effective communication. It's the foundational principle that holds all relationships."
                                                                ~ Stephen Covey, author
 Questions to Ponder
•  How sticky is this glue in my life?
•  With whom would I like higher levels of trust today?

Check out a related post: 6 Tips for Managing Remote Employees: How to Maintain Productivity, Engagement and Well-Being. ( 5 min read)

To your greater success and well-being.

Peter Mclees, Leadership Coach, Trainer and Performance Consultant
SMART DEVELOPMENT

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