We are in uncertain times. The coronavirus pandemic has impacted the health and well-being of people everywhere around the world, while simultaneously disrupting the way we interact with one another indefinitely — if not forever.
With nonessential businesses forced to shut down, millions of people are out of work. Of those fortunate enough to still be working, many have become full-time remote workers as companies scramble to care for their people, serve their customers and keep their businesses running as smoothly as possible. It’s a lot to handle for even the most experienced and tech-savvy companies.
For all of us as people, it’s a lot to handle, too. There are still a lot of unknowns. We still have a lot of questions. It’s natural to feel anxious or overwhelmed.
In times of uncertainty, trust matters — trust in ourselves, trust in one another and, for countless employees, trust in employers.
This crisis is novel, but the emphasis on trust in the workplace is not. In fact, people are increasingly placing more trust in their employers than traditional institutions like government and media, according to the 2019 Edelman Trust Barometer.
Companies everywhere are quickly realizing just how much trust plays a role in business. And now, with millions of employees working from home — miles away from their teams, managers and headquarters — trust is essential to success.
Like with any fruitful relationship, workplace trust is earned over time, and there are critical steps you can take to sustain it. The rise of remote work provides a crucial opportunity to show employees you trust them, and to start building or solidifying trust throughout your organization.
Embrace This Opportunity
The current pandemic has forced many companies to hastily adopt remote work as a viable, or maybe the only, alternative to suspending business operations. Although trusting employees to remain productive while working from home is a new reality for organizations across the world, it’s already commonplace for others.
At Ultimate Software, for example, more than 40% of our people (myself included) already worked from home prior to recent stay-at-home orders, and a number of departments provided employees the opportunity to work virtually at least once a week. Our virtual employees are some of the happiest, most engaged and highest-performing, not to mention longest-tenured, people. In fact, our recent nationwide study on remote work found the virtual workforce is thriving.
Compared with their in-office colleagues, remote workers are 40% more likely to have been promoted in the past year. Moreover — and of particular relevance today — 50% of remote workers reported a key advantage of their virtual work locations is feeling less stressed, compared with 19% of in-office workers. Decreased stress and increased opportunity: We can all benefit from those right now. Embracing remote work may turn out to be the positive outcome we didn’t expect in a time of concern and uncertainty.
No matter how destined for success an employee may be, however, they can’t completely thrive as a remote worker without trust. That means giving them the space they need to work while remaining ever-present when they need you most.
Check In Without Micromanaging
Working from home provides freedom and flexibility employees don’t always get from a traditional day in the office. While that reality sometimes scares managers, it’s one of the reasons that many remote workers report greater productivity. Managers should trust their employees to get work done and shift their focus to remaining “present” without micromanaging.
To achieve a balance that works well for both parties, schedule regular check-ins with your direct reports, and keep yourself available for unforeseen requests or questions that arise. Consider also blocking out time for a weekly team chat so you all have a chance to connect, whether discussing work or sharing tips for conquering change.
Encourage your team members to turn on their webcams during check-ins and meetings. Arrive early to the meeting yourself, with your camera already on, to lead by example. Being able to see one another while remote helps us to fortify our connections and preserve as much of the “in-person” interaction we’re used to.
Remain Transparent And Informative
Transparency is key to maintaining trust in an organization. During these uncertain times, remain transparent about what leaders and the organization are doing to care for employees and to navigate the situation. Be honest and candid, while keeping positive. If the coming weeks will be challenging for the company, let employees know — and let them know what they can do to help. Harness employees’ collective intelligence, creativity and innovative ability.
If you’re unsure about the future, let employees know. Remember, we all have a lot of questions right now. It’s OK not to have all the answers yet. It’s better to admit that upfront and share what you do know, rather than withhold information from your people. Information is empowering and can save companies during challenging times.
Listen To Your Employees
As you work to build trust in your organization, keep the lines of communication open between leaders and employees. Use companywide pulse surveys for scale, timely results and actionable insights. Hold virtual town halls where leaders solicit candid, constructive feedback and are OK with hearing the responses. Managers: Ask your people how they’re feeling — and actually listen to what they say. Provide the resources and care employees need to ensure they remain mentally and physically healthy.
Now, more than ever, is the time to be there for your employees. When your people know you trust them, and they can trust you, it helps ensure everyone will get through this — and ultimately emerge stronger than ever — together.
