Remote work arrangements thrive when built on trust. Managers who know their telecommuting employees are dedicated to productivity and excellence needn’t waste valuable time worrying about what’s going on out of their sight.
Likewise, off-site employees who feel trusted concentrate on goals rather than on how to appear busy. (In one study, 62% of remote workers said they’re afraid that their onsite colleagues don’t think they are working as hard as them.)
Don’t let distance deter the creation of a mutually trusting environment!
Here are seven ways a company can build trust with remote workers:
1. Hire the Right People
Not everyone is cut out for telecommuting. Smart hiring managers realize this fact and treat the ability to work remotely as a skill that needs to be demonstrated. They look for candidates with resumes showing past success in remote roles and ask during the interview about home office set-up and time-management practices. These ounce-of-prevention measures set the stage for eliminating pounds of worry later.
2. Conduct a Trial Run
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For applicants without past remote experience, current employees who ask to work remotely, or even just to ease your nerves in any situation, consider setting up a test situation. This trial period allows time for all sides to judge whether this particular remote arrangement “works” before setting anything in stone.
3. Stay in Touch
Most employers consider communication a top priority in remote relationships. Good things happen when leaders provide clear instructions, convey priorities, spell out expectations, and give telecommuters the opportunity to ask questions. Provide a multitude of methods for communication, and let the team know you’re always available.
4. Offer Feedback
Similarly, make both positive and negative feedback a regular occurrence. Silence leads to nervousness, as remote employees wonder if you’re unhappy with performance and simply not saying anything. Most people want to do a good job and handle constructive criticism well. They also appreciate praise, which shows management pays attention to their efforts.
5. Give Trust
As long as their outcomes meet the agreed-upon level, does it really matter if telecommuters get up every so often to deal with laundry? Respect your remote team members as professionals capable of monitoring their own behavior. Refrain from micromanaging, and don’t try to “catch” them away from their desk.
6. Avoid Overreacting
Just like on-site staff, telecommuters are going to make some mistakes. While errors certainly need to be addressed and corrected, watch that matters don’t get blown out of proportion. Feeling like their flexible arrangement is in jeopardy every time something isn’t perfect will lead telecommuters to stay silent rather than seek the help or advice they need. Keep a level head and institute proactive measures for staff to follow, such as double-checking information, summarizing instructions to ensure understanding, and sharing one’s to-do list.
7. Keep Them in the Loop
Finally, telecommuters often feel like the last to know when it comes to company-related news. Include remote workers in meetings, make sure announcements reach them promptly, and solicit their opinions. You may even want to set up a chat platform for informal conversation. These actions promote a sense of team and stop telecommuters from wondering what might be going on that they aren’t hearing about!
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