A continuación, te explicamos cómo puedes generar confianza con tu equipo en el trabajo a distancia a pesar de la falta de interacción cara a cara.

Three C's for Trust ! Character is crucial for building trust. Which means displaying integrity, respect, and empathy. Integrity means always doing the right thing, respect involves treating others well, & caring shows empathy. Competence is also vital; a leader must be skilled & continuously work on self-improvement, demonstrating authenticity & encouraging team growth. Consistency is key—authenticity is proven through consistent actions. Publicly displaying good character while privately acting otherwise destroys trust. Just as a well-tended garden flourishes & earns admiration, a leader who consistently shows good character and competence cultivates a flourishing, trusting team- be it remote or in person :)

Transparency and open communication is the key. Apart from regular connects providing an open platform through which all the team members can openly discuss things with you without any hesitation. Give them the comfort and confidence to make their voice heard. Be empathetic towards them rather than trying to prove a point with authority. Give them time to put across their point without any hesitation.

Regular and transparent communication is key. For instance, I schedule weekly virtual check-ins where team members can share updates, challenges, and successes. I also encourage an open-door policy for any concerns or ideas, fostering a sense of inclusiveness. During a recent project, I used collaborative tools like Jira and Teams to maintain constant communication and ensure everyone felt heard and valued. By being approachable and responsive, I built a culture of trust and transparency, crucial for a successful remote team.

Clarity at various steps help. Setting realistic and measurable objectives provides clarity. Call out the expectations clearly and make sure the same is well understood by the team member(s). Avoid generic and open statements like, provide me the analysis, rather call out the expectations clearly what sort of analysis do you expect and what is your thought process behind asking for the analysis. This will avoid confusion and will save time and effort for both.

Building trust with a remote team despite the lack of face-to-face interaction can be effectively managed by setting clear expectations. This involves outlining goals, deadlines, and communication norms from the outset. For example, in my remote team, I established a framework where each member knows their responsibilities, expected outcomes, and timelines. We agreed on regular update intervals and preferred communication channels. During a major project rollout, I made sure everyone understood their roles and the project's milestones, which reduced ambiguity and increased accountability. By setting and maintaining clear expectations, I fostered a predictable and reliable work environment, strengthening trust within the team.

Acknowledging accomplishments, no matter how small, shows that you value each team member’s contributions. For instance, I make it a point to highlight individual and team achievements during our virtual meetings. Recently, when a team member went above and beyond to meet a tight deadline and SLA, I sent a personalized thank-you message and publicly praised their effort in our group chat. By recognizing and appreciating hard work, I fostered a positive and motivated remote work environment, enhancing trust and morale.

Remote working can be taxing at times, as you lack instant support from the team members while working in office. Make sure you keep talking with remote working team members from time to time and check if they need any support. Help them in their professional growth and facilitate a Personal Development Plan for them by asking the right question and showing them the path that will be fruitful for them in taking their career to the next level. Encourage them to inculcate continuous learning.

Check in with your colleagues about things other than just work. Water cooler conversations don't happen as easily in a virtual environment, so it takes a bit more conscious effort to create the same atmosphere of real human connections. If a team member or stakeholder mentions an important personal fact (such as a birthday or anniversary, their pets, hobbies, fun facts or events in their life), make an effort to remember it and bring it up next time. We all want to be seen and heard.