You're supervising new remote team members. How do you build trust effectively with them?

I would start with that you have to be aware of the position you are. You are not God but a team player. I would suggest: - Clear Communication , use your strong communication skills to establish clear and consistent lines of communication. -Develop a comprehensive onboarding plan -Clearly define roles, responsibilities, and performance expectations -Offer access to necessary tools, training, and resources, the team needs too grow with you. -Recognize and celebrate the accomplishments of your team members. -Show empathy and understanding, recognizing that remote work can present unique challenges and that not everybody has the same enthusiasm. - Provide regular feedback to help new members grow and develop their new skills.

Clear Expectations:Establishing clear expectations from the outset is the cornerstone of building trust within a remote team. As a supervisor, it is essential to communicate the team's goals, individual roles, and the standards to which everyone is expected to adhere. This includes clearly outlining work hours, communication protocols, and project deadlines. By being transparent about what you expect from your team members, they can understand their responsibilities and how they contribute to the wider team's success. This approach not only minimizes misunderstandings but also sets a professional tone for the working relationship. Ultimately, clarity instills confidence, and confidence fosters trust, creating a more cohesive and productive.

Building trust with remote team members requires intentionality. Here are key strategies that can be followed: 1. Regular, transparent communication. 2. Open yourself up. 3. Invest in getting to know them. 4. Foster collaboration.

Set realistic expectations of your team. Follow up on all questions in a timely manner. STOP micromanaging people. You either trust that they will do their job or you will need to coach them to do better. Hovering helps no one.

Transparência e comunicação assertiva com a equipe é extremamente importante em qualquer que seja a modalidade de trabalho (remoto, hibrido ou presencial), é importante que todos saibam e entendam quais são as entregas esperadas para que as metas e objetivos sejam atingidos. Outro ponto importante é evitar o micro gerenciamento, é necessário dar a oportunidade para que os liderados possam trabalhar avaliando as entregas e fornecendo feedbacks constantes para melhoria contínua da equipe.

La comunicación es la columna vertebral del equipo, es muy importante que cada miembro del equipo sepa que su voz será escuchada, así como tenemos las reuniones rápidas de inicio de jornada, o de resumen semanal para verificar las metas cumplidas o los pendientes, debemos dejar claro que cuando un miembro del equipo necesita de nuestro apoyo o escucha estaremos disponibles para ellos(as), así mismo debemos fomentar la interacción permitiendo las sugerencias de mejora continua, que sepan que también nos interesa y valoramos su opinión y aportes.

Nos dias de hoje é mais fácil promover canais de comunicação diferenciados. Com a internet globalizada, Chamadas de vídeo, grupos em aplicações de messaging são ferramentas muito eficientes para promover canais de comunicação de acordo com as necessidades. Rápidas reuniões diárias com a equipa, chamadas one to one com vídeo ou messaging apps para rápidos pontos de situação permitem estar em constante contacto com as equipas

Open communication is crucial in any team. It fosters transparency, encourages collaboration, and helps in building a strong relationship among team members. When everyone feels comfortable asking questions and providing updates, it reduces the chances of confusion or misunderstandings. Trust is also a vital element in a team's success. When team members trust each other, they are more likely to work together effectively, share ideas, and support one another creating a positive work environment.

From my experience constant and periodic engagements via different means of communications gives remote staffs a feeling of being monitored and valued, regular period meetings that are a mix of formality and informality allowed junior staffs to open up and give ideas that hepls significantly in programing.

A comunicação em uma equipe de trabalho remoto dever ser clara e funcional entre todos. O processo de comunicação eficaz é aquele que não possui vieses. Atualmente, existem diferentes plataformas que viabilizam esse contato rápido e eficiente (chamadas de vídeos, por exemplo). Portanto, deixar que a equipe tenha liberdade em expor opiniões ou expressem pontos de melhoria é fundamental para o crescimento e atingimento das metas.

Personalmente me ha funcionado las reuniones diarias de seguimiento. Cuando inviertes 10 min de tu agenda en realizar seguimiento a tus colaboradores y entablar una comunicación asertiva, encontraras el objetivo mas rápido y permitirás alinearlo o focalizarlo. Allí podrás evidenciar si debes reforzar la fuente de conocimientos o dotar de alguna herramienta que permita maximizar a tu colaborador. ¡¡Y lo mas importante de todo!! Cierra tu reunión con un sincero sentimiento de agradecimiento y reconocimiento por su esfuerzo y gestión, este es un potencializador de energía a nivel motivacional que difícilmente se logra con dinero o posiciones jerárquicas.

Em trabalhos remotos, a Supervisão sempre precisa ser ágil em respostas à dúvidas dos membros de sua equipe, portanto o suporte através de respostas à dúvidas ou detecção de necessidades de treinamento deverá ser sempre responsivo, haja vista o dinamismo que requer esse tipo de operação (trabalho remoto/home office). Desta forma, será estabelecida uma linha verticalizada e eficaz de tratativas de dúvidas.

A common mistake made by many managers and leaders is paying more attention to problematic employees while ignoring self-sufficient and effective ones. It is important to maintain a balance so that strong performers do not lose motivation, and weaker employees do not become accustomed to receiving constant extra attention.

Presta atencion a las comunicaciones, por escrito y verbales. Si tu equipo ve tu implicacion, contestará cuando necesites su colaboracion. Reconoce el esfuerzo y celebra los logros.

Building trust begins with establishing a strong personal connection. Prioritize frequent one-on-one sessions to understand their professional goals and challenges better. By actively listening and providing constructive feedback, you can create an environment where they feel valued and supported. Sharing relevant personal experiences and encouraging open communication builds rapport and demonstrates your commitment to their success. This approach fosters trust, enhances collaboration, and ensures each team member feels integral to your shared objectives.

Building trust with remote team members involves clear communication, setting expectations, and fostering a supportive environment. Regular check-ins and virtual meetings help maintain open lines of communication. Encourage collaboration through team projects and provide constructive feedback. Recognize achievements to build morale. Transparency in decision-making and showing empathy towards personal circumstances also strengthen trust. Utilize tools that promote engagement and accountability to create a cohesive team dynamic.

Personal connections create an impression that a leader is mindful of the feelings of his/her remote staffs, this will let a supervisor understands the challenges of junior colleagues and device effective way to support them in anyway possible.

Interessar se genuinamente pelo colaborador como pessoa permite criar uma ligação de confiança mais próxima o que pode beneficiar a relação profissional. Promover encontros no final do dia de trabalho, festejar aniversários ou criar sessões com vídeo apenas para falar sobre aspectos não laborais promovem uma ligação de confiança. No entanto, em países menos desenvolvidos socialmente, é necessário fazê-lo com cautela, pois pode prejudicar a relação profissional, na medida em que o colaborador facilmente mistura a relação profissional com a pessoal.

Building trust is based on prioritizing open communication, showing genuine interest in their well-being, and fostering a sense of inclusivity. Start by scheduling regular one-on-one check-ins to discuss their progress, challenges, and goals, ensuring they feel heard and supported. Share personal anecdotes and encourage casual conversations to create a more relaxed and familiar environment, helping to bridge the physical distance and establish a strong foundation of trust.

In my experience, being vulnerable is the easiest way to build trust. Show your team that you too have tried and failed in the past and that it is perfectly OK to make mistakes as long as they learn from them...

Según mi experiencia la mejor forma es empoderarlos, hacerlos sentir los administradores completos del proyecto o maniobra que les encomiendas, permíteles que tomen decisiones, aporten sus ideas y planteen nuevos caminos. Tu labor como líder están en supervisarlos e incentivar su continuidad. Si lo logras de manera genuina, tendrás una persona empoderada, que te permitirá delegar funciones y trascender en la búsqueda de mas objetivos, pudiendo avanzar mas rápido en la obtención de metas trazadas, además de tener un talento que te apoyara incondicionalmente en tu búsqueda.

Dar feedback regular é muito importante, não só para construir uma relação de confiança com os colaboradores, como permite que estes possam corrigir comportamentos com mais frequência e portanto, evoluir mais rapidamente. Por outro lado considero essencial receber feedback das equipas, pois transmite a mensagem de que a sua opinião importa e mostra consideração pelo colaborador, aumentando o nível de confiança entre o líder e a sua equipa.

Knowing what skill and level of individual, it is important for assignment to do a specific job and scope to ensure task done within allocated time frame and at expected quality level by company bussines requirement. Assigment also include the arrangement of individual development by tandeming or pairing two or more of indivuals until such time skills distribution evenly owned by personels of the team members. It is imperative to prevent team from being lacking skills in anyways or even braindrain.

Regular check-ins: Create regular schedule one-on-one and team meetings. These meetings help to build rapport, discuss progress, provide feedback, and address concerns. The meetings will help supervisors get to know the team members better and for team members it is an opportunity to establish better communication with superiors and be able to more openly express opinions or ideas or difficulties they may face in their work.

Generar confianza en las personas de las cuales esta a cargo es lo mejor que se puede hacer, el acercamiento ayuda mucho, sin embargo siempre o casi siempre debemos conocer con quien tratamos para poder brindar esa confianza. Cuando existe confianza las cosas se dan de mejor manera, hablar y tratar a las personas con sinceridad y esperar reciprocidad es lo que lleva a hacer las cosas de mejor manera.

Know your team it is necessary to know the team , their culture , language , geographical region , education level ,gender and other relevant information so that while communicating and supervising , the behavioral issue not creating uncalled for drift and misconception

When it comes to remote employees, the most effective approach, in my view, is to set OKRs and evaluate their performance based on the results of their work. Of course, this depends on the specifics of the job. Applications that track mouse movements, monitor through cameras, and log keystrokes are often perceived as a "prison" by employees. It's best to avoid excessive control and instead focus on the outcomes of their work for evaluation.