Working from home has become normal because most businesses perform much of their work online. This transition allows you greater freedom and access to a global talent pool, but it also comes with its own set of issues, especially when it comes to creating trust and a strong team culture. Since they don’t meet each other in person every day as they do in a conventional office, leaders and team members need to work hard to make sure everyone feels connected, appreciated, and inspired.
Why Trust and Culture Matter for Teams That Work Remotely
It’s crucial for any team to trust each other, but it’s even more important when people work from home. When team members trust each other and their leaders, they are more likely to work well together, share ideas, and help each other through hard times. On the other hand, a good team culture makes people feel like they belong and have a purpose, which makes them more productive and involved.
How to Build Trust and Culture When You Work from Home
1. Write down the things that matter most to you. Communication that is clear and steady
For remote teams to operate well, they need to be able to talk to each other clearly and openly. Let your team know when and how to talk to each other, like through daily stand-ups, weekly video calls, or instant messaging apps. Use both real-time and delayed communication to make sure that everyone can work together, no matter what time zone or style they work in.
A software business with a distributed team, for example, holds a video call once a week to talk about challenges and progress. During the week, they use Slack to provide fast updates and ask questions.
2. Use tech to keep in touch.
Using the correct technologies can make remote team members feel like they’re in the same room. Invest in good technologies for video conferencing, project management, and working together. Encourage folks to use video during meetings so they feel more present and connected.
Use Trello or Asana to keep track of your projects and tasks, and Zoom or Microsoft Teams for meetings. Set up distinct channels for professional and social chats.
3. Make sure everyone agrees on the aims and principles.
A unified objective is what makes a culture strong. Be very explicit about your team’s mission, values, and goals. Make sure everyone is on the same page by getting them all involved in the process of defining goals.
A marketing business, for example, holds a virtual retreat every three months where team members work together to create goals and come up with new ideas for campaigns. This makes everyone feel like they are part of the team and that they are in charge of their work.
4. Promote honesty and accountability
When team members know what is expected of them and can count on each other to execute it, they trust each other more. Everyone should know what their job is, what their responsibilities are, and when they are due. Set up clear tracking mechanisms so that everyone can see how things are going and celebrate successes together.
Tip: Share dashboards for projects and updates on their status on a regular basis. You can celebrate the achievements of both individuals and teams in public places, such as a company-wide newsletter or a virtual town hall.
5. Encourage people to get to know one other and work together as a team.
People who operate together from far away need to have chances to get to know one other. Set up online games, coffee breaks, or casual conversation sessions. Celebrate birthdays, work anniversaries, and other important events to make everyone feel like they belong.
Every month, the team at a remote-first firm holds a “virtual happy hour” where they can relax, tell stories, and play games together.
The All-Remote Culture at GitLab Works in the Real World
GitLab is an excellent example of how to develop a culture and trust on a big scale. The organization has more than 1,000 individuals who work from home all over the world. They have a full corporate handbook that everyone can view, they encourage open communication, and they arrange virtual social events on a regular basis. They never worked in the same office, but their open approach has allowed them put together a strong, high-performing team.
Final thoughts
You can’t accidentally develop trust and culture in a remote team; you have to work hard at it and keep doing it. Leaders can make remote work a great place to be by putting clear communication first, employing technology, getting everyone on the same page about shared goals, fostering openness, and encouraging social engagement. This will make everyone feel like they are part of something and able to produce their best work.
These recommendations can help you develop trust and a positive, active culture that will stay, whether your staff works exclusively from home or adopts a hybrid model.
