How to build trust with employees (especially when you can’t see them)
With employees out of sight, it's essential to address issues promptly.
One good approach is to lead with appreciation. Harsh feedback will likely lead team members to react defensively, rather than taking your comments as constructive. A study found 57% of employees prefer corrective feedback to praise or recognition. Video is also better than a voice call, where body language and facial expressions are lost.
SIMILAR ARTICLES & IDEAS:
Our focus and attention span is our most important asset, and the constant disruptions keep derailing us from our activities, with our brains shifting and wandering all the time.
This is further compounded with the uncertainties of today, where finding peace and focusing our mind is fast becoming a luxury.
Just jumping from one task to another in your to-do list or calendar does not help the mind absorb anything or learn.
The mind needs reflection time to digest information, filter out the mind-noise and convert meaning into learning. It pays to sit back and reflect, even if you feel irritated, vulnerable or bored.
From online learning for school kids to contactless delivery of Amazon products, the ongoing pandemic has already shown us many social, economical and cultural changes.
Embracing change and the new ways of doing things that were not feasible or acceptable earlier is the way forward, and makes us ready even in times of uncertainty.
Most companies embracing remote work also have dedicated headquarters. But remote-ish teams have even more communication and collaboration challenges than fully remote teams.
For example, in hybrid teams, remote employees are often left in the dark. Office workers are often heard, recognized, and promoted, while remote workers are forgotten.
The single biggest mistake companies can make is to opt to be remote-friendly instead of remote-first. Companies often accept the idea that remote is the future of work without creating an inclusive culture to ensure it works for everyone.
Hybrid companies function best when the entire company is optimized for remote work. Successful hybrid teams set up processes to help their remote workers thrive alongside their office teammates.
Leadership must acknowledge the various challenges remote workers face and create solutions. Create a remote work policy that keeps remote workers and contractors from feeling like second class team members. Remote workers should feel fully connected and not missing a thing.
Workers crave a sense of authentic connection with others and the best way to do that is by bringing people together in person. But it's not always a viable alternative.
One way to do that is to try to give everyone the same day off, give people a “theme” for an activity of their choosing on that day, and find a way for the team to share their adventures. This could be during a team call or a shared photo library.
A co-located office develops its own personality through inside jokes, shared experiences, and a collaborative environment. A remote team needs to develop something similar.
Creating specific Slack channels based on interests and book clubs where the company funds the books are the easiest ways to do this for remote workers.