You're managing a remote team. How can you build trust with your team members?

Manager à distance une équipe Et si on faisait du salarié le centre du projet. On s'assure de sa condition physique et morale régulièrement, voire de sa santé. S'il ne va pas bien, lui imposer le repos ou la consultation d'un médecin. Parallèlement, jouer la responsabilisation. Chaque salarié est responsable de ce qu'il produit. Ne plus avoir de petit chef décuple la productivité mais attention à ce que certains ne s'auto-infligent pas un sur-travail. L'entretien régulier avec les salariés est là pour éviter ce type de dérive. Cette méthode n'élimine pas les outils traditionnels de gestion : objectifs, calendriers, remontée d'informations, etc. Oserez-vous ce changement de paradigme ?

If that communication is not effective as it's needed or the impact of that comm is not very much evident as per the audience, then it is not as clear as needed. Communication is the key element in any business and management. Hence, it's frequency, tonality and clarity matters the most.

To build trust with a remote team, prioritize communication, be transparent about goals and expectations, encourage open dialogue, show empathy and support, foster team collaboration through virtual meetings and tools, recognize and appreciate their efforts, provide regular feedback, demonstrate reliability, and empower them to make decisions.

Try a two-word check-in at the beginning of the team meetings. Each person expresses how they're feeling in that moment in two or three words. For small teams, it can be verbal, and larger teams can use the chat box simultaneously. It can help explain behaviour on off-days and it provides a way for people to check in on each other later to show empathy and support.

In my experince to create trust in your remote engineering team, empower and delegating is the key. Having a team means recognizing the importance of entrusting responsibilities to them. This approach not only fosters trust but also encourages autonomy and growth among team members.

Model the behaviors and values you expect from your team - responsiveness, follow-through, etc. Communicate openly and transparently, especially when things are uncertain or changing Acknowledge your own mistakes and growth areas to create psychological safety for others

Developing trust with a remote team requires more than just effective communication. While this is crucial, it is also important to empower your team, celebrate their achievements, and invest in their growth. Remember that trust is a two-way street, so you should respect their work-life balance and make yourself available to them. Don't just focus on building a team, but also on building relationships. By fostering a sense of community and being transparent about challenges, you can establish a foundation of trust that will lead to a successful remote team.

Trust naturally happens when there is accountability on both sides - feedback is given and requested (things that are working and areas for improvement are shared) and then you actually deliver what you promised you will support them with or improve based on those feedback. I find that it works very well when you write things down as it shows when you first discussed the topic and it helps you track towards progress. When both sides see that they are being listened to and speaking the same language after writing things down and that there is progress happening as you document the goals, measures of success and milestones you have achieved towards the agreed-upon common objective, trust is built.