Spend Time Building Trust - Deepstash

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Spend Time Building Trust

If there’s no trust within your hybrid team—both in leadership and in fellow team members—you can pretty much guarantee there’s going to be conflict. 

If you want to effectively manage conflict with your team, building trust is a must—and that means investing time in getting to know your team.

When you understand your team members and how they function, you can foster better interactions, both with leadership and other team members—which can lead to a higher level of trust within your hybrid team.

Set Clear Expectations

Set Clear Expectations

A lack of clarity can lead to issues in hybrid teams; if employees don’t know who is responsible for what or what’s expected of them, both individually and as a team, it can cause conflict.

So, if you want to better manage conflict on your team, make sure you’re setting crystal clear expectations from the get-go—particularly if your team is still adjusting to working in a hybrid environment.

Foster Communication

Foster Communication

When you have team members working in different locations, communication can be a challenge. In-person employees might spend the bulk of their day talking to their co-worker in the next cubicle over—while remote workers struggle to form a real connection with their team members.

That’s why, if you want your hybrid team to function harmoniously, you need to create opportunities for frequent communication.

Recognize All Employees’ Contributions

Recognize All Employees’ Contributions

It’s easy to give recognition to employees that share your office space via a “great job on that project!” as you walk by their desk. But those spontaneous opportunities for recognition and acknowledgement don’t exist for remote employees.

There’s a risk of remote employees being ‘out of sight, out of mind’. This can make remote workers feel undervalued or like they’re not getting the same recognition as in-person employees—which can lead to conflict on the team.

Create An Equal Playing Field For In-Person and Remote Employees

Oten, remote employees feel like they’re not getting an equal experience to employees that work in the office.

  • Take meetings, for example. Face-to-face communication is typically easier and more seamless than virtual conversations. So, when you have employees attending a meeting both in person and remotely, it can be easy for in-person employees to dominate the conversation. 
  • So, for the meeting example, you might have “employees in the office also call into the meeting remotely to equalize the experience,” says Keswin.

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