What do you do if your remote team members lack trust and rapport?
Trust and rapport are essential for any team to work effectively, but they can be challenging to build and maintain in a remote setting. Without face-to-face interactions, social cues, and regular feedback, remote team members may feel isolated, misunderstood, or insecure about their roles and contributions. How can you as a team leader foster a positive and collaborative culture among your remote team members? Here are some strategies to consider.
One of the main causes of distrust and conflict in remote teams is poor communication. As a team leader, you need to set clear expectations, goals, and processes for your team, and communicate them regularly and consistently. Use multiple channels and formats, such as video calls, emails, chat messages, and documents, to ensure that everyone is on the same page and has access to the information they need. Encourage your team members to ask questions, share updates, and provide feedback, and acknowledge their input and achievements.
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Ar. Rini Mohabey
Associate director - South | Designer l Client relationship l Certified Scrum master | Workspace design
If your remote team isn't vibing well together, start by making sure everyone's on the same page with clear communication. Let 'em know what's expected and encourage them to speak up if they're unsure about anything. Team culture's key, so show 'em you value their input and ideas. Maybe organize some virtual hangouts or team games to help everyone get to know each other better. When conflicts pop up, address 'em head-on, and be the kind of leader you'd wanna follow. Keep things chill, open, and respectful—that's how you build a solid remote crew.
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Yemmie Olaleye (CMSA®,FMVA®,FTIP™) ✪
🎖️ 235x LinkedIn Top Voice💡 🔸 Financial Market Analyst/Educator 🔸 Executive Coach🔸Futurist🔸Thought Leader 🔸FPWM™🔸BIDA®🔸CBCA®🔸PMEC🔸BMEC🔸ESGP 🔸 Fellow @ African Leadership Group
Create a culture of frequent meeting to discuss strategically on way forward, check up on others as accountability partners, suggest better approaches to create a better relationship among team members and how to foster collaboration seamlessly. When these are the scope of meetings in your team, from storming to norming to performing would be the flow in your team management.
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Ketty Fessahazion
Risk Management Leader: Expert Insurance Brokerage
Having a team chat will help keep communication open throughout the day. Set weekly or biweekly team meetings to ensure everyone has the opportunity as a team on a regular basis. Lead by example and communicate regularly with them by reaching out.
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Federico Zabczuk
Optimist| Discomfort Seeker working on being Imperfectionist | 🤳🏻🤳🏻🤳🏻🤳🏻🤳🤳🤳🤳🤳 🤳🏻🤳🏻🤳🏻🤳🏻🤳🏻🤳🏻 If I like your post I will comment and share it for free
Cuando la confianza y la compenetración son escasas en equipos remotos, la comunicación clara y frecuente es esencial. Establecer expectativas y objetivos de manera clara crea un marco sólido. Por ejemplo, al iniciar un proyecto, proporcionar una visión detallada y las metas esperadas clarifica las responsabilidades individuales. Utilizar diversos canales, como videollamadas y mensajes, garantiza una comunicación inclusiva. Incentivar preguntas y actualizaciones promueve la participación. Reconocer públicamente contribuciones y logros refuerza la confianza. Enfocarse en la transparencia y la apertura fortalece la conexión entre los miembros del equipo remoto, superando barreras y fomentando un ambiente colaborativo.
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Sam Harvey
Working with CEOs to achieve their growth aspirations with a connected, aligned leadership team 🎯 Founder of Braver Leaders Team Performance 🤓 International Speaker & Podcast Host 🎙️
Keep the lines of communication wide open. Make sure your team knows what's going on and feels comfortable reaching out whenever they need to. Clear communication builds trust and keeps everyone on the same page.
Another way to build trust and rapport in remote teams is to create opportunities for social interaction that go beyond work-related topics. This can help your team members get to know each other better, discover common interests, and develop personal connections. You can organize virtual team-building activities, such as games, quizzes, or icebreakers, or schedule informal check-ins, coffee breaks, or happy hours. You can also use chat tools or platforms to create dedicated channels or groups for non-work conversations, such as hobbies, pets, or memes.
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Ketty Fessahazion
Risk Management Leader: Expert Insurance Brokerage
As the leader be the example of how you want them to communicate. When leading a virtual team create a Team Chat, and communicate through that channel throughout the day. Have work communications but also every day life things. Use GIFs as a way to help break the ice. On days that are particularly silent start a GIF "dance party".
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Sam Harvey
Working with CEOs to achieve their growth aspirations with a connected, aligned leadership team 🎯 Founder of Braver Leaders Team Performance 🤓 International Speaker & Podcast Host 🎙️
Even in the virtual world, it's important to foster a sense of camaraderie. Organize virtual coffee breaks, team quizzes, or even a good old yarn session—anything to bring the team together and build those bonds, eh?
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Federico Zabczuk
Optimist| Discomfort Seeker working on being Imperfectionist | 🤳🏻🤳🏻🤳🏻🤳🏻🤳🤳🤳🤳🤳 🤳🏻🤳🏻🤳🏻🤳🏻🤳🏻🤳🏻 If I like your post I will comment and share it for free
Fomentar la interacción social en equipos remotos es clave para construir confianza. Ir más allá de temas laborales permite que los miembros se conozcan mejor. Por ejemplo, organizar eventos virtuales como juegos o pausas para el café proporciona un espacio relajado para conectar. Establecer canales dedicados en plataformas de chat para discutir pasatiempos o compartir memes crea un ambiente más informal. También, programar registros informales donde los miembros compartan anécdotas personales fortalece los lazos. Estas iniciativas no solo mejoran la cohesión del equipo, sino que también fomentan un ambiente colaborativo y positivo en el trabajo remoto.
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Nicolas Castillo
Clinical Biochemist | Dual Master's in Digital Health and Public Health Management | COVID-19 Expert | Leader in Clinical Diagnostics | Published Scientist.
En mi experiencia liderando un equipo remoto en un entorno de laboratorio, encontré que organizar actividades sociales virtuales fue fundamental para fortalecer los lazos entre los miembros del equipo. Organizamos sesiones de juegos en línea, donde todos pudieron participar y divertirse juntos fuera del entorno laboral. También creamos un canal de chat dedicado a temas no relacionados con el trabajo, donde los miembros del equipo compartieron intereses personales, desde recetas de cocina hasta recomendaciones de películas. Estas actividades ayudaron a crear un sentido de comunidad y camaradería, lo que a su vez mejoró la confianza y la colaboración en nuestro equipo remoto.
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Eric Johnson
Helping our Brokerage and Agents to scale to new heights!
Setting up virtual breakaway rooms where people can go in groups of two and do a form of speed networking, allows your people to quickly learn something about another team member. Another option is to have people share something that they think that others may not know about them and make sure that you as the leader go first to set the example.
A third strategy to enhance trust and rapport in remote teams is to promote collaboration and inclusiveness among your team members. This means involving them in decision-making processes, soliciting their opinions and ideas, and assigning them tasks or projects that require them to work together and leverage their strengths. You can also use tools and methods that facilitate collaboration, such as shared calendars, online brainstorming boards, or peer feedback systems. Additionally, you should foster a culture of respect and appreciation, where everyone feels valued and recognized for their contributions.
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Guilherme Laubert
Especialista Operação e Manutenção TIM TSDE
Para ganhar a confiança é preciso transmitir segurança para equipe, trabalhar a interação de forma inteligente, mesclando a equipe nas diversas atividades, desta forma o produto final terá um resultado melhor, a interação vai acontecer de forma natural e os resultados vão tender mais para o positivo. O feedback frequente ajuda bastante no caminho a ser seguido e na inclusão. O reconhecimento pela dedicação e entrega é de grande importância, nem sempre o reconhecimento financeiro será possível, mais nunca se deve esquecer se agradecer pelo bom trabalho entregue, afinal quem não gosta de um elogio?
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Federico Zabczuk
Optimist| Discomfort Seeker working on being Imperfectionist | 🤳🏻🤳🏻🤳🏻🤳🏻🤳🤳🤳🤳🤳 🤳🏻🤳🏻🤳🏻🤳🏻🤳🏻🤳🏻 If I like your post I will comment and share it for free
Fomentar la colaboración e inclusión en equipos remotos es esencial para construir relaciones sólidas. Involucrar a los miembros en la toma de decisiones y pedir sus opiniones crea un sentido de pertenencia. Por ejemplo, asignar proyectos que requieran trabajo conjunto promueve la sinergia. Utilizar herramientas colaborativas, como calendarios compartidos o tableros de ideas en línea, facilita la interacción. Implementar sistemas de retroalimentación entre pares mejora la comunicación y el desarrollo conjunto. Además, crear una cultura de respeto y aprecio, donde cada contribución se reconozca, refuerza la confianza y la inclusión. Estas prácticas no solo optimizan el rendimiento del equipo, sino que también fortalecen la conexión.
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Sam Harvey
Working with CEOs to achieve their growth aspirations with a connected, aligned leadership team 🎯 Founder of Braver Leaders Team Performance 🤓 International Speaker & Podcast Host 🎙️
Make sure everyone feels valued and heard, no matter where they're dialing in from. Encourage collaboration on projects, seek out different perspectives, and create a culture where everyone feels included and respected.
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Nicolas Castillo
Clinical Biochemist | Dual Master's in Digital Health and Public Health Management | COVID-19 Expert | Leader in Clinical Diagnostics | Published Scientist.
Fomentar la colaboración y la inclusión es esencial para fortalecer la confianza y la relación en equipos remotos. Como líder, involucrar a los miembros en la toma de decisiones y asignarles tareas que requieran trabajo en equipo puede aumentar su sentido de pertenencia y compromiso. Utilizar herramientas como calendarios compartidos o tableros de lluvia de ideas facilita la colaboración, mientras que promover una cultura de respeto y aprecio refuerza la confianza. En mi experiencia en un laboratorio, asigné proyectos interdisciplinarios para fomentar la colaboración entre diferentes áreas, lo que mejoró la cohesión del equipo y aumentó la confianza en nuestro trabajo conjunto.
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Adriana Jacome
Ingeniera en Contabilidad y Auditoría en Universidad Internacional del Ecuador
Es muy importante la interacción con todo el equipo y mucho más cuando es remoto, ya que el aporte de sus ideas ayuda al desarrollo de las actividades de la empresa , en este caso podría ser lluvia de ideas para dar soluciones y apoyo a los proyectos dentro de la empresa.
A fourth strategy to strengthen trust and rapport in remote teams is to provide support and coaching to your team members. As a team leader, you need to be aware of the challenges and difficulties that your team members may face in their remote work environment, such as technical issues, distractions, or burnout. You should offer them the resources and assistance they need to overcome these obstacles, and check in with them regularly to monitor their well-being and performance. You should also provide them with constructive feedback, guidance, and recognition, and help them grow and develop their skills and competencies.
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Nancy G.
Senior Technical Program & IT Operations Leader, Stakeholder Engagement, Business Technology Strategy, Structured Collaborator, and Solutions-Oriented Leadership
If a remote team member seems to lack trust and rapport, I would prioritize a touch point meeting to gauge how they are doing. I would be honest regarding my observations and to ask how I can better support them. I would listen with the intent to truly understand what they desire to share with me. I would establish additional touch points outside of our weekly one-on-ones and based on our conversations, I would partner with them to create genuine opportunities to strengthen engagement, trust and a solid rapport not only with myself but with other team members as well. I would ensure they feel they are an intricate and valued member of the team and maintain an open dialogue with them with hopes of combating further concerns.
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Federico Zabczuk
Optimist| Discomfort Seeker working on being Imperfectionist | 🤳🏻🤳🏻🤳🏻🤳🏻🤳🤳🤳🤳🤳 🤳🏻🤳🏻🤳🏻🤳🏻🤳🏻🤳🏻 If I like your post I will comment and share it for free
Brindar apoyo y entrenamiento es esencial para fortalecer la relación en equipos remotos. Ser consciente de los desafíos, como distracciones o agotamiento, permite abordarlos proactivamente. Por ejemplo, ofrecer recursos para mejorar la ergonomía del espacio de trabajo ayuda a aliviar problemas físicos. Mantener un contacto regular para controlar el bienestar y rendimiento demuestra compromiso. Proporcionar feedback constructivo y reconocimiento fortalece la motivación. Asimismo, impulsar el crecimiento profesional mediante oportunidades de desarrollo y capacitación contribuye a la satisfacción del equipo.
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Sam Harvey
Working with CEOs to achieve their growth aspirations with a connected, aligned leadership team 🎯 Founder of Braver Leaders Team Performance 🤓 International Speaker & Podcast Host 🎙️
Your team's miles away, but that doesn't mean you can't have their back. Offer support, guidance, and coaching whenever they need it. Be there to help them navigate challenges, develop their skills, and grow professionally—it's all about having each other's backs.
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Alexandro Afonso
Supervisor de Assuntos Estratégicos na Coordenadoria de Fiscalização do Estado de São Paulo - Auditor Fiscal - Especialista em Ciência de Dados
O suporte ou mentoria não necessariamente será efetuado pelo líder, muitas vezes a falta de confiança vem de aspectos muito técnicos, algo diferente do trabalho de gestão e liderança. Nesses casos o líder ainda pode ajudar, incentivando as pessoas a auxiliar colegas nas dificuldades técnicas, sugerindo trabalho conjunto por um tempo e outras abordagens. O momento para essa sugestão surge quando se aplica uma estrutura básica nos eventos de gestão em que as pessoas falam sobre o que fizeram, as dificuldades para avançar e o que farão. Assunto abordado no tópico comunicação mais acima.
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Mohamed Saber Badra
Senior Production Engineer@Oilex DCS Operator ( Oilseeds Crushing Plants )
Firstly, I will get the the major reason of this issue Then , I will support my team with each other to fixed it Finally, I will guid them to face any issues in the future.
A fifth and final strategy to boost trust and rapport in remote teams is to model trust and rapport yourself. As a team leader, you set the tone and the example for your team, so you need to demonstrate the behaviors and attitudes that you expect from them. You can do this by being transparent, honest, and accountable, by showing empathy and compassion, and by expressing gratitude and appreciation. You can also share your own challenges and successes, your personal stories and interests, and your feedback and suggestions, and invite your team members to do the same.
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Ruchira S.
Global SME leadership- Associate Director - M Moser Associates | PMP® , Project Integration, Digital Transformation, Integrated Project Delivery, Virtual Design & Construction
I learned that being there for your team members and helping them grow is key to building trust and making the team work better together. I always try to get to know what each person on the team wants to achieve and give them advice that fits their goals. This not only helps them get better at what they do but also shows them they're an important part of the team. We often have sessions focused on learning new things, which helps everyone feel more capable and valued. This way, everyone feels like they're in it together, excited and committed to reaching our common goals.
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Federico Zabczuk
Optimist| Discomfort Seeker working on being Imperfectionist | 🤳🏻🤳🏻🤳🏻🤳🏻🤳🤳🤳🤳🤳 🤳🏻🤳🏻🤳🏻🤳🏻🤳🏻🤳🏻 If I like your post I will comment and share it for free
Modelar confianza y compenetración como líder es fundamental en equipos remotos. Ser transparente y honesto establece una base de integridad. Por ejemplo, al admitir errores, demuestras humildad y fomentas una cultura de aprendizaje. Mostrar empatía y compasión crea un ambiente de apoyo. Reconocer públicamente el esfuerzo y los logros de los miembros fortalece la confianza. Compartir experiencias personales, desafíos y éxitos crea conexiones más profundas. Invitar a los miembros a hacer lo mismo fomenta la apertura y la inclusión. Modelar estas actitudes y comportamientos no solo establece expectativas claras, sino que también fortalece los vínculos dentro del equipo, contribuyendo a un entorno de trabajo remoto más cohesionado y positivo.
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🎯Anja Schröder
Microsoft MVP | Teams & M365 Collaboration Specialist | Consulting & Trainerin | Speaker | Fokus: Zusammenarbeit in Unternehmen | #gerneperdu | lnk.bio/anjaschroeder
Ein wichtiger Schritt, um Vertrauen und Beziehung in einem Remote-Team aufzubauen, besteht darin, Verantwortlichkeiten und Entscheidungsbefugnisse zu delegieren. Zeigen Sie Ihren Teammitgliedern, dass Sie ihnen vertrauen, indem Sie ihnen die Verantwortung für bestimmte Aufgaben übertragen und sie bei Entscheidungen einbeziehen. Dies fördert ihr Engagement und Verantwortungsgefühl, was wiederum das Vertrauen in sich selbst und in das Team stärkt. Durch eine klare Delegationsstruktur können Sie die Fähigkeiten und Stärken jedes Teammitglieds optimal nutzen und eine Atmosphäre des Vertrauens und der Zusammenarbeit schaffen.
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Mohamed Saber Badra
Senior Production Engineer@Oilex DCS Operator ( Oilseeds Crushing Plants )
Transparency & co-operation Love for your brother what you love for yourself Exactly what I want to do
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Eduardo Perez Fariña
CEO & Founder | A traves de SmartTrade asisto a Industrias y constructoras del Uruguay en el suministro de acero estructural al mejor precio del mercado | Entrega directa desde usinas productoras | Material nacionalizado
Resulta útil y enriquecedor apoyar a los miembros del equipo creando un ambiente de mayor confianza para generar nuevas ideas.
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Ashok Kumar MVN
Head Of Enterprise Architecture
Remote working is not a matured to many yet. Create a model working way that aligns with most in the team to bring in structure of working and discipline. Of course, make only small changes to the model as and when something does not work. This will bring in trust and confidence in the model of work to the team.
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Kate Higham
People 🤝 Operations | Born Social | B Corp™ Certified | Mental Health First Aider
Find moments for fun. When working remotely it can be easy to get in your head and have lots of FOMO of those who might be in person. Use the tools at your disposal to promote having fun together - from virtual competitions, to chatty channels, give your remote team a way to show their personality & fun-side. This will drive inclusivity.
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Tsvetan Biyukov
Physician | Clinical Development | Oncology | Haematooncology | Immuno-Oncology | ADC | CAR-T | Driving clinical leadership value and impact!
Managers should not work from the erroneous presumption that they are entitled to trust and respect from their reports. Such an attitude is detrimental to team relationships and sets a completely wrong example. My team does not owe me their trust. It is the other way round - I am the one who needs to earn their trust! By being open, transparent, kind and caring, and by appreciating the same behaviour among my team members, I can demonstrate how I value them and potentially earn their respect. By being genuinely interested in their development and supporting them in their aspirations, and even more - by creating growth opportunities for them, I can also earn their trust.
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Juan Jesús Espelta
Desarrollo de Nuevos Negocios
Antes de crear un equipo remoto , debemos : - Analizar , la personalidad de cada posible componente del equipo , valorando su capacidad de adaptación a esta forma de llevar a término su trabajo. - Si creemos , que está capacitado , para desarrollar el trabajo remoto , realizaremos un entreno inicial , para el grupo seleccionado . - Una vez superada la fase de entrenamiento , pondremos en marcha al grupo , monitorizándolo , valorándolo de forma continua . - El coordinador del Grupo , debe conseguir , que cada miembro que lo conforma , sienta su respaldo y apoyo ; creando ilusión y sentido de pertenencia al Grupo.
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Edi Boyanov
Management Consultant & Agile Project Manager | PRINCE2® Certified | Solving business challenges | Optimising business processes |
To confirm that the chosen solutions are potentially effective and tailored to the particular "problem", the first step to be taken is to clearly define the problem statement, starting by proving or disproving the hypothesis that "our remote team members lack trust and rapport". In some cases, the perceoved problem is just the leader/manager's interpretation and not the actual issue at hand. Once the problem statement is clearly defined, further hypothesizing (a common practice applied by management consultants) must be applied, to explore the reasons leading to the problem (e.g. our remote team members experience lack of support; the tools we use are not fit for remote working, etc.) The next step would be to explore possible solutions.
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