Building trust in remote teams with different communication approaches

The importance of maintaining strong connections with team members cannot be overstated. Building trust in remote teams through unique communication strategies is key to ensuring these connections are meaningful and lasting. Regular check-ins have emerged as a vital strategy for fostering trust and inclusivity in virtual teams. 

As Paul Arnesen, a seasoned Global HR expert, shared in a recent interview with Teamed, “In a remote setting, regular check-ins are very important… make sure that you have some sort of strategy in place to ensure that everybody is being seen and heard.” This insight, coupled with data from recent studies, highlights how intentional communication can make or break remote work dynamics.

A report by Buffer's "State of Remote Work 2023" found that 24% of remote workers cite loneliness as their biggest struggle, and 21% report difficulties with collaboration and communication. These results highlight a strategic need to enhance employee engagement. A key approach to achieving this is through structured employee check-ins and one-on-one meetings. When conducted effectively, these strategies help bridge the gap between isolation and engagement, ensuring that team members feel connected and supported—an essential foundation for building trust.

By addressing individual needs and preferences, a more inclusive and valued workplace culture is cultivated, which is foundational to trust in remote teams. 

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Watch this video where Paul Arnesen, Global HR expert, and Calum Lyle, founder of Zest, explain how to build trust in remote teams through different communication approaches and what it truly means.

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What sets remote managers apart 

Paul also noted that effective remote managers excel in communication, such as scheduling regular check-ins, which fosters a unique kind of trust. “The best remote managers I’ve seen are the ones who really understand communication.”

“Those remote managers who stand out are those who manage to transition from being good at face-to-face communication to being just as effective online. This ability is what makes them unique. It builds a different kind of trust,” added the Global HR expert. This trust is the bedrock of high-performing remote teams, where communication isn’t just frequent, but also meaningful and supportive.

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Creating connection and belonging in remote work through human experience

But beyond just connecting team members, these check-ins touch on something more profound: the human experience. Remote work, by its nature, can strip away the small, everyday interactions that make work feel personal and human. It’s these moments—an informal chat over coffee, a quick check-in at someone’s desk—that are often missing in a virtual setting. These interactions are key for creating a sense of belonging and psychological safety within a team, which are essential components of trust.

‍Calum Lyle, a Tech Sales & Marketing recruitment specialist and founder of Zest, reinforces this idea, stating in an interview with us, “You don’t need to be in the same room… but you do need to push that culture and put a few small things in place which enable people to be their true authentic self.” 

This perspective aligns with findings from the Society for Human Resource Management (SHRM), which indicate that employees who feel their managers care about them as individuals are 86% more likely to stay at their jobs. Regular, thoughtful check-ins are a crucial element in demonstrating this care and in fostering trust.

By focusing on the human experience, managers can elevate their check-ins from mere routine to a powerful tool for empathy, connection, and trust-building. Paul’s emphasis on having a structured approach to check-ins also resonates with data from Gallup, which shows that teams that have regular, meaningful communication are three times more likely to be engaged at work. This engagement is not only about productivity; it’s about creating a work environment where employees feel valued, trusted, and part of a cohesive unit.

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The role of psychological safety in building trust

Psychological safety is key to building trust in remote teams. It creates an environment where team members feel safe to express ideas and take risks without fear of judgment. This is especially important in remote settings, where the lack of face-to-face interaction can lead to feelings of isolation and misunderstanding.

‍Google’s Project Aristotle, a study on team effectiveness, found that psychological safety was the most critical factor in determining a team’s success. In remote environments, where communication barriers can be more pronounced, fostering psychological safety is essential. 

By creating a supportive atmosphere during check-ins—through active listening, encouraging feedback, and acknowledging challenges—managers can build stronger trust and engagement. This ensures that communication in remote teams is not only frequent but also meaningful and supportive, fostering more connected and trusted teams.

How your EOR perfectly aligns with the essence of the Human Experience

As previously highlighted, effective remote managers excel by adapting their communication strategies to meet the unique challenges of a virtual environment. This approach not only reinforces the importance of meaningful and supportive interactions but also ensures that the human element remains central, addressing individual needs and preferences. This focus on the human experience is fundamental to creating a cohesive and inclusive team culture.

At Teamed, we understand that the human experience is at the heart of every successful remote team. We place it at the top of our priorities, ensuring that our support and services are designed to help companies build and maintain trust through thoughtful and tailored communication strategies. 

By partnering with Teamed, you are not only simplifying global employment but also investing in the well-being and success of your remote workforce. Chat with our team today! 

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