It is hard to predict what the future of work looks like for remote employees, but one thing is certain: the 9-to-5 workday that has defined workplace culture for generations is a relic of the past, as is the traditional concept of the office. More and more job responsibilities can be performed online, with remote and hybrid work proving to be highly effective and beneficial for both employees and companies.

One thing has not changed, however. Strong trust-based relationships are the key to developing high-performing teams, both online and offline.

Below are five strategies for managing remote employees to build trust and create an environment that encourages collaboration, communication, and connection.


  1. Skip daily check-ups and check-ins.

“Maximizing employee autonomy is becoming less of a workplace benefit and more a necessary element to remaining competitive and relevant as an organization.”
Harvard Business Review, Oct. 29, 2021

  1. Track output not hours.

Measuring productivity in hours alone can backfire if people become less efficient. For instance, a two-hour project can be stretched into a two-week project if you reward people only on how much time they’ve spent.

  1. Give people a chance to prove themselves.

If you have a remote or hybrid team that hasn’t worked together before, a “Goldilocks” project (one that is not too hard or too easy) that requires everyone’s participation is a good way to observe how well a team collaborates and communicates.

  1. Equip teams with the right training and tools.

Invest in skills development programs that empower employees to take control of their own learning paths—and to do so in a way that accommodates different learning styles, whether that be visual, auditory, written, or otherwise.

  1. Adapt your trust-building style.

There is a tendency to think about trust as something you either have, or you don’t have. But trust is not a one-size-fits-all proposition. People have different styles and timelines that can be personal or cultural. For example, some people are naturally trusting while others need multiple points of contact before they can be won over.


For more tips and ideas on building trust with remote employees, visit The Galvanizing Group’s full catalog of interactive microlearning courses on OpenSesame at Developed for busy professionals, most of our courses can be completed in 15-minutes or less and are available in both English and Spanish.

Have your own learning management system (LMS)? Contact us to learn how you can use our curriculum to help your employees grow their relationship-building confidence and skill.

Photo by Surface on Unsplash