One thing that builds trust in remote work teams

Connection… That’s the only thing that builds trust in remote computers.

You don’t have to read any further if you know how to stay connected and everyone works very efficiently from different physical locations. It may be too soon to tell.

To build trust, first, start inside your own sandbox. Look in the mirror, do you see a trustworthy person? Someone who is who they say they are? Are YOU committed, honest and of integrity? Positioning yourself for a good game is paramount to mastering the workplace sandbox, and it’s always an inside job.

Trust erodes with distance. Our work sandbox has changed, there are silos everywhere, and only the distance between us can break trust.

The connection can plug the trust holes we make with assumptions. We can assume that others are not doing what they are supposed to be doing, or that we are behind the group in terms of efforts and results, but we don’t know what we don’t know, and we are not seeing people, processes, and results in our vision. peripheral.

Connect with team groups, connect face to face as much as possible and ear to ear as a second option. Share leadership, listen and learn about what is important to everyone else.

Here is a video to help you. Just trust!

To keep you and your team safe, I have virtual options for team training, conflict resolution, and strategy sessions. There is a difference between surviving and thriving. We’ve adapted to a new way, now it’s time to assess if you’re just surviving or thriving!

If you can’t find your way, please contact me because the high cost of conflict from disconnected teams is avoidable and the profits can be used for better things.

Stay away but stay connected,

Penny

PS The Conference Board of Canada blog post: Trust Your People is a great read!

“One of the best things you can do to take care of yourself and your employees is trust them. Trust them to do what they need to do when it’s needed to get the job done. Sometimes we confuse micromanagement with “caring” and think that people need us to dictate their every move. We don’t. They need overall guidance and to know what your priorities are for their work. Beyond that, let your employees figure out how to manage their days, especially now – they may have other responsibilities and they need to take care of their own health. That leaves room for you to focus more on your own work and well-being.” Conference Board of Canada, May 2020