A conversation with a friend who has been working in the government for many years. She described how every employee meticulously clocked in and out, their hours tracked to the minute with very prescriptive breaks. They even had an old school style register near the entrance which was used to track employee movement. But when I asked her about the outcomes of their projects, she sighed and said, “The projects are almost always delayed. People aren’t motivated—they just do the bare minimum to stay out of trouble.”
It wasn’t the lack of time or talent holding them back—it was the lack of trust which brought employee engagement down. In a culture focused on hours instead of results, people rarely feel empowered to go the extra mile.
From “Clocking Hours” to Delivering Results
The shift to remote work has forced leaders to rethink this traditional, hours-focused mindset. In a remote environment, you can’t hover over desks or keep track of start and end times. And you shouldn’t. Effective leadership in this new era isn’t about micromanaging—it’s about trusting your team, focusing on outcomes, and creating a culture where people feel valued and empowered to do their best work.
Employees Need to Feel They are Valued
Trust is the foundation of any successful team, but in remote environments, it’s even more vital. Without the physical presence of colleagues, employees need to feel that their contributions are valued, their work is recognised, and their team leader believes in their abilities. Leaders, in turn, must embrace a results-driven approach, empowering people to work autonomously while fostering a culture of accountability and collaboration.
Many leaders are finding themselves grappling with the shift from managing presence to managing performance. When employees aren’t physically visible, the temptation to micromanage can creep in, driven by a lack of trust.
Are you ready for the truth? micromanagement doesn’t inspire productivity—it stifles it.
Trust, on the other hand, is the foundation of any high-performing remote culture.
Why Trust is Vital in Remote Teams
One of the most striking lessons from the remote work revolution is that hours worked doesn’t always equal work done. This is particularly evident in environments like government institutions, where the emphasis often remains on hours logged. Employees are required to show up on time, stay at their desks, and appear busy. Yet, deadlines are consistently missed, and projects stall. Why? Because focusing on hours over outcomes sends a clear message: We don’t trust you to do the work on your own.
Contrast this with organisations that embrace a results-oriented mindset. When leaders trust their teams to own their work—setting clear goals and empowering autonomy—they create a culture where people are motivated to perform at their best.
Trust is a function of two things: character and competence.”
Stephen M.R. Covey (Speed of Trust)
If we hire competent professionals and they demonstrate integrity, why are we so hesitant to let go of control?
In a virtual workplace, trust acts as the glue that holds a team together. Without it, communication falters, responsibilities become unclear, and productivity suffers. Employees need to know their leaders trust them to manage their time and deliver results, rather than micromanaging every task.
Research shows that swift trust—trust formed quickly in temporary or virtual teams—can lead to high-performing remote environments. When leaders demonstrate elements of trust through actions, such as delegating responsibilities and showing flexibility to the team on how they want to achieve their goals, they create a space where people feel respected and empowered.
Trust and Inspire Leadership Style
Remote work demands a much more inspirational leadership. The old-school, hierarchical “command and control” approach was never considered as aspirational leadership nor it will be today. Leaders must adopt a “trust and inspire” mindset, where the focus shifts from monitoring activity to cultivating results.
I’ve seen this firsthand. A manager who have been in the role for 15 years with no exposure to leadership development struggled with her team’s transition to remote work. She would micromanage schedules, asking for constant updates and even requesting employees to stay on video during the day. What do you expect, team morale all time low, complex projects got stalled as no one had the willpower to push through challenges.
Environment such as these eventually stifle productivity and creativity. These styles still exist in businesses where accountability is not high and there are no repercussions of having a fixed mindset.
But what works, that’s the question. Our questions have to change, Instead of asking “When will this be done?” to say, “Here’s the goal—how do we plan to achieve it?”
Team thrives in such situations, delivering results faster and with greater creativity than ever before.
Key Strategies for Building Trust
Creating a culture of trust doesn’t happen overnight. It requires intentional effort and consistent actions. Here are some strategies to foster trust in remote teams.
Fostering Open and Effective Communication – Clarity Not Control
During one of recent leadership roles, I led a remote team working on a time critical product rollout. Our team was spread across multiple locations, and I felt the pressure to keep everything on track. Initially, I thought providing detailed instructions and closely monitoring progress would ensure success. This approach may come with it’s own challenges if it’s with extended teams and I could sense hesitation in the team in voicing their concerns.
So, I decided to change my approach. At the start of our next meeting, I asked a simple question: “What’s on your mind today?” To my surprise, it opened a floodgate of thoughts, concerns, and ideas. People shared challenges I hadn’t anticipated, and issues that were few years old also were put forward. By creating a space where everyone felt safe to speak and creating an environment of psychological safety, was the key to effective leadership.
From then on, I made it a priority to establish clear channels for updates, encourage open dialogue, and remind the team that no question or idea was too small to share. The result wasn’t just a successful rollout—it was a stronger sense of unity and synergy across the team.
As leaders, we must remember that communication isn’t just about delivering information—it’s about fostering connection and collaboration. When we choose clarity and inclusivity, we create an environment where employees feel valued and engaged, even in the most challenging situations.
Ask Yourself: Are your communication channels building trust, or are they creating barriers? Choose clarity, not control.Good communication is the cornerstone of engaged employee. Leaders must establish clear channels where employees can share updates, ask questions, and provide feedback which encourages a sense of unity
A strong message of inclusivity encourages people to feel safe speaking up, even in challenging situations.
Organising Regular Check-Ins and Team Meetings
Earlier in my career I used one-on-one meetings primarily for project updates—discussing deadlines, tracking deliverables, and reviewing performance metrics. The conversations were transactional and the meetings felt more like reporting sessions than conversations.
In the book “Everyone Deserves a Great Manager” by Scott Miller it talks about preparing for your 1-ON-1. Using this opportunity to understand your team’s challenges, work styles, and even career aspirations. Some of the best practices mentioned in the book are to keep it regular, don’t cancel unless absolutely necessary and adjust for remote 1-on-1s.
Encouraging Transparency and Accountability
Leaders set the tone not just by being transparent but by modeling the behaviors they want to see: following through on commitments, owning mistakes, and even showing vulnerability when needed. These actions create an environment where trust thrives, and teams perform at their best.
We were once working on a relocation project, the project faced with constant delays due to shifting priorities. The team on the ground started feeling frustrated and disengaged -In order to keep everyone engaged I took the initiative to work on a skill development exercise that would impact everyone.
People felt trusted, valued, and, most importantly, connected to the mission. Accountability became a natural byproduct – when employees understand their responsibilities and see how their efforts fit into the larger goal, they step up because they feel invested.
Action Tip: One of the most impactful lessons I’ve learned as a leader is that no two employees are the same. Some thrive under structured schedules, while others excel when given the flexibility to work at their own pace.: Share project timelines and goals openly with the team. Use tools like Trello or Asana to track progress collaboratively.
Enhancing Interpersonal Connections
Understanding Individual Workstyles
One of the most impactful lessons I’ve learned as a leader is that no two employees are the same. Some thrive under structured schedules, while others excel when given the flexibility to work at their own pace. Often some of us make mistake of assuming a one-size-fits-all approach would work for the whole team. It seldom does. To truly support your team members, You have to understand their individual workstyles and adapt your leadership style to meet them where they were.
But understanding workstyles isn’t enough—it’s equally important to foster a culture of feedback. And feedback isn’t just something leaders give; it’s something we should actively seek from our teams.
Promoting Peer-to-Peer Feedback
Peer-to-peer feedback is just as important. Encouraging employees to recognise and celebrate each other’s contributions builds camaraderie and trust. During team meetings, I started dedicating a few minutes for shoutouts—simple acknowledgments like “I want to thank Sarah for stepping up during a crunch week” made a huge difference in morale and alignment.
As leaders, our role isn’t just to manage work but to nurture relationships. By understanding individual preferences and creating a culture of continuous feedback, we build teams that are not only productive but also deeply connected.
Supporting Work-Life Balance
Remote employees often face challenges balancing work and life responsibilities. Leaders who actively support flexibility demonstrate their trust and care for their people’s well-being.
Action Tip: Offer flexible working hours or mental health days to show employees their life outside of work is respected.
Leveraging Technology for Collaboration
In remote environments, technology bridges the gap between physical distance and collaboration. The right tools enhance teamwork and productivity while creating a virtual space that mirrors the dynamics of an in-office environment.
Action Tip: Use tools like Zoom and Microsoft Teams for video calls, Miro for brainstorming sessions, and Notion for shared documentation to keep your virtual teams connected and to promote mutual trust.
The Impact of Trust on Remote Team Success
When leaders trust their employees and focus on building a supportive, transparent culture, the results speak for themselves. Employees feel empowered to take ownership of their work, communication flows seamlessly, and the entire team works in alignment toward shared goals. Companies that prioritise trust over micromanagement often see higher employee satisfaction, increased productivity, and a more innovative workplace culture. As a leader, your trust in your employees can be the difference between a disengaged workforce and a thriving team.
Final Thoughts
Trust isn’t just a leadership skill—it’s the foundation of a thriving work environment. By focusing on communication, accountability, and interpersonal connection, leaders can create a culture where employees feel empowered, engaged, and inspired to succeed.
Remote work has redefined the workplace, but it’s also redefining leadership. Leaders who cling to old paradigms risk alienating their teams and losing out on innovation. On the other hand, those who embrace the foundation of trust as a cornerstone of their leadership style will not only see stronger results but also build cultures where employees feel valued and empowered.
As Covey puts it: “When trust is high, communication is easy, effortless, and instant.”
Remote work thrives on that kind of trust—a trust that gives employees the freedom to excel and leaders the confidence to inspire.
So, as you navigate the challenges of remote work, ask yourself: Are you leading with trust, or are you holding on to control? The answer will define the success of your business.