Tackle remote works biggest obstacle

What is remote works biggest obstacle? Viable internet connection? Video conferencing hardware? Collaboration software? Recruiting? No, it is trust in employees and team members!

Normally we blame managers that they are not allowing remote work because their lack of trust. But please try to turn your perspective around. I did, as I became a project manager some years ago and as becoming head of project management with a small team of project managers later on.

You can read more in my older post at: Trust is the key for successful remote work

It is really not easy letting your team members go out of sight if your are used to work in the same office. Even if you know their competencies and all the advantages of the home office and all the disadvantages of the office work. Read about the Pros and Cons here: The Ultimate List of Remote Work Pros and Cons

People are used to collaborate in the personal way. We are just not trained to work and trust over the distance. And this is not a miracle, because we all grew up in a world without real time video conferencing around the world for free. But even in the future kids will be raised by personal interaction – for good reasons. So we all have to learn trusting our remote collegues and team members first.

How to build trust with remote workers

This is a collection of methods and ideas to gain that trust and overcome this major obstacle of remote working:

  • do a lot of communication, i.e. short daily video conferencing
  • do video conferencing instead of phone or written communication as often as possible
  • set up regular work demonstrations, a great possibility to show your appreciation
  • even interesting is, that this enhances trust in the team, because most of the technical people rank their peers on their work results
  • if communication and demonstrations are frequently, it feels less like monitoring
  • try to avoid changes of the team members in a project and even over similar projects, because the team members are getting used to each other
  • plan enough time at the projects start for newly mixed teams that they have the possibility to get to know each other
  • do regular team retreats if you are fully remote, because having fun together is building easily good connections
  • do off work activities even if you are co-located, to connect better to each other
  • provide pictures of your home office or home stories in your employees magazin or collaboration tool
  • talk about family and hobbies – it is always surprising what off work talents you have in your team

Conclusion

All our business ventures, companies and other undertakings could be so much more successful if we can strengthen the partnerships to our remote collegues which is possible with the above mentioned methods.

What is your experience? Missing trust is not the biggest obstacle? What else helps you in your daily work? Please let us know in the comment section!

Trust is the key for successful remote work

You can read a lot about the factors for remote work that actually succeeds. It is mostly about tools and technics, good remote management and the right setting at your working location. You can also read about that in my other blog posts, e.g. ‘How to prepare your company for remote workers‘ or ‘What a remote project manager needs to know‘.

But the most important point is trust!

Level of trust

I will explain the importance of trust with the help of the different levels of trust, which you can find at your corporate environment (Zero, medium or full trust). The trust is needed between employers and employees, contractors and customers, team members and project managers, so basically everyone, who is involved. It is important to note, that it is needed in both directions and everytime (not only in the good times).

Think about yourself. If you trust your boss, that he or she will treat you in a fair way and that your work is for a good purpose, you will do everything for him or her.

No trust at all

Without any trust on each side, you cannot work remotely. You cannot work in an office without trusting eachother either, but it stands out there not this fast.

I led many projects with well established trust between customers and my project teams. But there was a big one where the customer didn’t trusted us until the end of the project. This frustrated many team members and resulted in extra time and extra cost. The project has been fullfilled in this case, but this can cause project crashes with severe losses, particularly if it is a complete remote environment.

Medium trust

I think this is the common status in our corporate world. You can see it as a ‘more or less trust’, that your collegues and business partners are doing mostly a good job and are not trying to fool you. So the situation is not too bad, but most people have doubts about the work of others. This increases a lot if the workers are not colocated and includes the hords of middle managers, who still thinks they can only manage people if they see them permanently – which is however a flaw of their skills.

High portion of trust

This is the ideal situation for a successful business, project, team and remote work setting. If all participants are trusting each other deeply, you need less often and shorter discussions, you have less misunderstandings, less overhead in people and money and a much faster result – the normally needed short time-to-market.

What helps to create that:

  • give working packages with full responsibility to team members instead of small tasks
  • measure work results not worked hours
  • inform everyone about everything they need to know (better too much than not enough)
  • make decisions transparent
  • create a culture of liability
  • be fair and ethically correct
  • make sure that remotely working people get to know each other, even face-to-face if possible
  • organize off-work team activities, like outdoor events, cooking classes, attending concerts together
  • empower all participants to self-reliant and self dependent team members
  • a clear formulated business target including the general good is the best motivation

Traditional companies are often jealous of startups, because of their highly bonded, motivated teams, which are trusting each other very well (mostly). In this case it comes mainly from the companies purpose, every employee is identifying much with and rarely from morally great leaders.

While trust is needed in every work setting, it is very critical at remote work. So if you see a problem related to the remote work setting, please ask yourself if it is not rather a trust problem!

Please let us know, if trust has for you the same important meaning and write a comment. Good and bad experiences are also highly appreciated.