How To Build Trust in a Remote or Hybrid Team

Building trust takes time and intention. In a remote or hybrid team, it takes a little bit more of both. It’s worth it though. “Trust is the foundation of high-performance collaboration. It’s the currency for sharing ideas, engaging in healthy conflict, and vulnerability. Teams with greater trust move faster, are more innovative, and deliver better results,” according to Soren Kaplan, Ph.D., leadership expert and author of Experiential Intelligence.  If you’re wondering how to foster trust when your team interacts virtually, the same fundamental principles that build trust in an in-person setting still apply. “The process of building trust is relatively the same. It involves getting to know those you work with on a personal level, having the team leader create positive relationships with those they manage, and ensuring that everyone feels valued and develops a sense of belonging,” says Michele Mavi, leadership expert and cofounder of professional development platform MonumentalMe.  The key difference is that it takes more effort to keep trust at the forefront of your mind in a remote or hybrid workplace – it’s normal for it to feel a little less organic. “It’s easier to foster these things in a face-to-face environment through direct interaction. In a remote and hybrid team, trust can be built in the same way, but it takes more effort,” adds Kaplan.  Here are eight things that you can do to create a sense of trust in your remote or hybrid team. 

1. Set the tone 

First, you’ll want to set the tone. If you value trust, demonstrate trustworthiness and offer trust generously. Communicate the importance of trust on a regular basis.  “The best thing leaders can do is first set the tone for the way they want the team to function. It's important to revisit this each time the team welcomes a new team member,” says Mavi. According to her, emphasizing the importance of trust in your team sends the message that all team members are expected to play an active part in developing a healthy culture. 

2. Define roles

Kaplan recommends clearly defining roles and responsibilities to foster trust. “Clearly define who does what and the relationships between team members. Understanding roles allows people to see themselves as part of something greater than themselves,” he says.  It also sets clear expectations and avoids confusion, which will go a long way in making your team feel at ease. 

3. Use One-on-Ones to connect 

Kaplan also suggests using one-on-one meetings to connect instead of only meeting in a large group through Zoom or Teams. As a leader, having regular check-ins with your reports is essential, but he also recommends pairing up contributors so that they can tackle challenges and projects together in a smaller group. Those opportunities to connect in a more intimate way will foster trust. They will also provide a sense of support and accessibility.  “Research shows that availability is important for building trust in virtual teams; people need to know that if they have a problem or need support, they have someone to turn to who’s available to help,” says Kaplan. 

4. Prioritize team-building 

Team-building is a classic way to build trust, whether virtually or in person. “The most important thing is that team members start to get to know one another on a deeper level. You don't have to reveal your darkest secrets to make connections but it's hard to trust people you don't know personally,” says Mavi.  Make it a point for team members to get to know each other outside of work through formal events such as a planned outing or informal activities such as a virtual happy hour.  Do something as a group either on a monthly or quarterly basis.  “It helps break down barriers so people are more open and can become more vulnerable to share things that are more sensitive, like what they might not be so good at and how it gets in their way in the workplace,” adds Mavi. 

5. Conduct team retreats

Consider hosting retreats to accelerate the process of breaking down those barriers. “Conduct virtual team retreats that bring in outside experts, celebrate successes, capture learnings from failures, and clarify roles and goals for the future. Make retreats two to three hours per day for two to three days to avoid digital burnout,” recommends Kaplan.  If you can, host in-person retreats to give team members from different locations the chance to spend time together face-to-face. Even if you do it yearly, it can have long-lasting effects on trust. 

6. Create opportunities for collaboration 

Facilitate a creative team brainstorm. Ask people who don’t usually work together to collaborate on a common goal. In a hybrid setting, sync schedules so that several team members are in the office at the same time. Create opportunities for collaboration when you can and you’ll feel the sense of trust in your team dynamic grow.  “In a remote setting where it's easy to feel like you're working in isolation, it's great for managers to create more opportunities for collaborative work so people don't feel like they are on an island,” according to Mavi. 

7. Celebrate successes 

Celebrate successes to embed trust, says Kaplan. From recognizing outstanding contributions to telling stories about the wins of other departments, this practice reinforces team values.  Additionally, employee recognition fosters engagement – and people who are engaged tend to bring their best self to work and encourage others to do the same, creating a positive ripple effect in terms of trust.  

8. Cultivate a growth mindset 

Finally, being transparent and vulnerable as a leader is also a critical part of fostering more trust in a remote or hybrid team, says Mavi.  “The way you handle mistakes and setbacks will impact the level of trust the team develops. Adopt a growth mindset and learn to spot a fixed mindset so you can help your team members shift to a more positive way of thinking,” she adds.  In case you’re wondering, a fixed mindset is a belief that intelligence and abilities are fixed traits – it discourages risk-taking and growth. On the other hand, a growth mindset is about understanding that you learn and develop your abilities through trial and error. If team members feel safe making mistakes while they grow and evolve, trust will increase.