It is widely recognized that distributed working offers many advantages to businesses, such as increased productivity, reduced costs, and higher levels of employee satisfaction. Despite this, some employers still question whether it is the right choice for their organization. A key concern for them is the potential breakdown of trust between remote workers.
At our company, we do more than just assert that our solutions are effective – we provide evidence to back it up. Our expertise lies in connecting highly skilled remote software developers with the right roles, and we have no doubt that our approach is the most reliable. We understand the significance of trust in distributed teams, and this is why we are confident in our method.
Understanding the Importance of Trust in Distant Groups
The misconception that those who work remotely are not doing their job effectively is widespread but untrue. Working from home does not mean spending the day in your pajamas watching Netflix, or trying to rush tasks at the last minute to please your manager. This false idea lingers, like the smell of last night’s take-away in a lift.
If upper management maintain this opinion, remote employees may not be able to effectively contribute towards the company’s success. It can be challenging to convince upper management that recruiting from a global talent pool is the best option for the project, and it can be inefficient to manage workers who should be given the autonomy to achieve their objectives.
Worker morale can suffer when there is a lack of trust. To illustrate this point, consider the case of J. J has been a successful freelancer in her field, working remotely for over 10 years. Recently, J has taken on a new project, however, her boss is skeptical of her capacity to complete the job while at home. He has been making contact with J on Skype, via text message or email, roughly every 30 minutes, to ask the same question: “What are you working on right now?”. This level of micromanagement is detrimental in both remote and traditional working environments.
As a leader, trust is of the utmost importance. J’s supervisors can see that she is excelling in her role. Despite placing her work in shared folders and meeting all of her deadlines on time, her manager continues to check in. This has caused J to become demotivated, impacting her progress. She feels as though she is being accused each time she is asked for an update, and as a result, is becoming increasingly disgruntled. Once this job is finished, she is likely to take her talents elsewhere.
If you have a remote team, how can you establish credibility with them?
Trust is essential for successful relationships, both virtually and in the real world. If trust is absent in virtual teams, it can significantly impede progress and lead to wasted time. When a person gets into a car, they put their trust in other drivers on the road, and when this trust is broken, it can cause a range of emotions such as anxiety or even anger in the form of road rage.
It is not uncommon for some individuals to have a natural inclination to trust others. It is understandable that a supervisor’s attitude towards telecommuting may be shaped by previous negative experiences. Nevertheless, the benefits of developing a trusting workplace culture should not be underestimated. What measures can be taken to strengthen relations between employees of a remote workforce?
Learning About Your Remote Group
Humans naturally tend to trust those who share similar interests or values. As highlighted in the Harvard Business Review, building trust is essential. Consequently, it is important to invest time in getting to know your staff, whether they are based locally or remotely.
It is essential to build relationships with colleagues outside of the workplace, so why not consider organising some team bonding activities? Introducing new staff and getting to understand them is an important factor in developing an effective team. We are confident that we have the expertise to find the best remote workers.
Once you have formed a team, particularly a remote one, the next step is to create a strong sense of trust among its members. Understanding the factors that contribute to trust in physical settings, and being able to replicate those same factors in virtual settings, are key to building trust over long distances. Having fun at work and encouraging open communication during meetings can help to foster a feeling of shared identity among your staff. Having faith in one another is essential to ensure the success of your venture.
Build Your Remote Team’s Trust as a Leadership Commodity.
Psychologists have coined the term ‘quick trust’ to refer to the natural tendency of team members to place their trust in each other shortly after a group has been formed. It is important for managers to take advantage of this initial trust, which can fade over time, in order to develop a more secure and lasting team dynamic. It is essential that team members are able to trust in each other, so it is essential for managers to demonstrate reliability and trustworthiness in their work.
Remote teams can benefit from the advantages of having tasks shared amongst the team. To ensure an effective and productive meeting, it is beneficial to assign responsibility to those with the most experience. This will result in the team flourishing under the trust that has been placed in them, and they will develop a mutual respect for each other’s capabilities.
If uncertainty and lack of virtual trust begin to spread
If you have a remote team and rely on technology to stay connected, it is important to be mindful of the tools you use to monitor your employees’ productivity. It is best to avoid acting out of paranoia and instead focus on creating a productive yet comfortable working environment.
Our staff have expressed their dislike of monitoring tools, and we have emphasized that creating a trusting environment is the best approach. Can you recall an experience of being followed by a retail detective whilst going about your daily activities? How much more valued and trusted does this make you feel? Is it worth it to prevent your staff from working as they should, when they are required to use monitoring tools? I highly doubt that it is.
As a manager, it is important to recognize the potential for micromanagement and to find a balance between offering guidance and allowing staff to work independently. Brian Kessler’s statement on the difficulty of managing a remote team is particularly pertinent, as it is important to ensure tasks are completed in a timely manner and to your specifications. To ensure the best results, it is important to trust your remote staff until they have proven themselves reliable.
As the Saying Goes, “trust Makes You agile.”
If you are familiar with the Agile methodology (and if you are not, it is highly recommended due to its effectiveness), you will be aware that allowing employees sufficient space to work boosts their productivity. Agile is heavily reliant on self-management, which is a strength of remote workers. We strongly believe that these two elements are a perfect combination.
An agile approach is key to effective management. This book suggests that a move away from traditional top-down management styles to a more collaborative working environment is beneficial. If you have employed competent workers and provided them with the necessary skills and time to complete the work, you should be reaping the rewards of your efforts.
Competent Professionals on Your Distant Staff
It is essential to have a reliable team, with the correct recruitment choices as the basis for this. Finding quality remote talent can be difficult, so it is essential to partner with a recruitment firm that is aware of this.
Works is always delighted to provide this service. Therefore, if you wish to enhance your team with world-class personnel, please get in touch with us immediately.
