3 estrategias para mantener la confianza y la responsabilidad en los equipos virtuales
One of the things we know for sure is that trust is a significant challenge in remote and hybrid work environments. At BVC, we are often asked about remote work and its impact on organisations. BVC has been fully remote since 2009, so we have over a decade of experience with our team working independently. 2020 brought the opportunity for these learnings in organisations across the globe.
Despite return-to-office mandates, a sizable portion of the workforce still works remotely. As of August 2023, roughly one in five people (19.5%) teleworked or worked at home for pay, according to the U.S. Bureau of Labor Statistics.
With this in mind, leaders need to consider how their culture needs to shift to keep virtual teams engaged.
Here are some strategies that your organisation can use to build a culture of trust and accountability among your hybrid and remote teams.
1. Prioritise good communication to optimise relationships:
Clear and honest communication is essential for virtual teams. Offering several avenues for communication (email, instant messaging, video calls, etc) ensures that your team feels connected. Consider sending a regular internal newsletter to ensure everyone has the latest company updates.
“Nearly one-third of workers (32%) who go into the office at least one day a week are willing to take a pay cut for the ability to do their job remotely all the time. When asked by how much, the average response was 18%. Technology professionals (47%), 18- to 25-year-olds (42%), and working parents (41%) are most likely to accept a salary reduction to be fully remote”
Frequent one-on-one and team check-ins are vital for remote employees because, with regular face time, people generally feel more engaged and inspired. A casual, virtual coffee chat on a Friday morning can boost your team connection and sense of inclusion.
2. Set clear performance expectations and recognize achievement:
Leaders and their teams thrive when expectations are clear. Ensuring that all employees understand their role and how your leadership measures performance is essential.
Be sure to recognize your team’s wins. Sometimes, without daily facetime, accomplishments can go unnoticed by the broader team. Set aside time in team meetings to acknowledge accomplishments or give recognition in a team email communication.
3. Be aligned in your collective purpose:
Spend time developing your shared vision, your North Star. Having this compass point will help your team get excited and remain clear and engaged on your organisation’s purpose. The magic of humans working together is our ability to impact our world through our collective power.
Here are a few things to avoid that can erode trust:
Don’t use apps to track activity on computers and other devices.
Don’t assume that something is amiss if an employee doesn’t immediately respond to an email or instant message.
Don’t focus on activity. Focus on results.
Don’t grow apathetic with your team if a few employees have fallen off track. Be sure to deal with challenging situations on the individual level.
Hybrid and remote work formats are here to stay. As a leader, you can support your virtual team in a way that fosters trust and accountability. With your awareness and intentional decision-making, your employees will feel connected to the team and the broader organisation. Let’s chat about how.
