We live in an age where employees expect to be afforded flexibility in their roles.

This means having the freedom to work remotely and collaborate in a manner that suits their lifestyles. However, the lure of remote work appears to be contributing to a growing trust gap between workers.

With an estimated 21.5 million Britons, or 39% of the population, working from home at least some of the time, more employees are being challenged to collaborate in nuanced ways.

The lack of face-to-face communication within teams appears to be contributing to more divisive mindsets within teams, where in-house and remote workers may develop a toxic ‘us versus them’ culture, which can harm the collaborative environment fostered by employers.

According to The Future of Flexible Work report, which was a recent survey conducted by CVGenius, while 63% of employees believe that they are just as productive working remotely as they are in-house, only 56% of respondents expressed confidence in their colleagues being equally as efficient when away from the office.

Remote work is still a relatively new concept that employers and employees alike are attempting to make sense of. There’s little doubt that it’s widely sought after among workers, but the opaque nature of productivity when working from home is leading to widespread collaboration barriers that businesses will need to hurdle in order to create sustainable hybrid working models.

So, how can employers bridge the remote work trust gap? Let’s take a deeper look at four key ways to overcome in-house and remote worker collaboration barriers:

1. Break Down Communication Barriers

When overcoming trust gaps within an organisational structure, the single most important measure to take is to ensure that every member of a team is able to communicate instantly with one another. While this may seem obvious, having a frictionless avenue for communication can make all the difference when it comes to colleagues being ‘seen’ to be responsive and willing to help one another.

In a remote work landscape, email just doesn’t cut it. For optimal success in breaking down communication barriers between team members, internal communication tools should be utilised to support instant messaging.

Here, platforms like Slack, Discord, Microsoft Teams, and Google Chat can all transform the way in-house and remote teams communicate, helping to establish a clear avenue to support collaboration, productivity, and trust between colleagues.

2. Reestablish Face-to-Face Collaboration

One major challenge that teams face when operating both in-house and remotely is that it can be far slower to communicate effectively because of a lack of face-to-face interaction. It’s far easier for colleagues to collaborate when they’re receptive to both verbal and nonverbal cues, and this loss of visual interactions can make it more time-consuming to delegate tasks and work meaningfully on shared projects.

Video conferencing solves many of these face-to-face communication challenges and can replicate many in-house interactions between colleagues with screen sharing and real-time collaboration tools.

Although many employers and team leaders will be fully aware of the benefits of video conferencing, few firms use the technology to its full potential, reserving calls for team meetings and project updates. By encouraging the use of video conferencing as a frictionless alternative to messaging, more colleagues can gain those all-important face-to-face interactions that can drive higher productivity levels and improve trust within teams.

The beauty of video conferencing is that it’s as flexible as it needs to be, which means that it’s easy to jump into a brainstorming session, answer a question from a client or employee, and start a huddle to solve an issue. Normalising video calls is a key measure in bridging trust gaps between office and remote workers.

3. Incorporate AI Into the Mix

The artificial intelligence boom is one of the most powerful tools available for employers to establish trust within teams. The technology has the potential to revolutionise performance management and employee recognition, helping to maintain a high level of engagement and productivity among in-house and remote workers.

Intelligent HR software providers like PeopleHR can address the trust gap by implementing a performance management system that drives confidence among teams. Not only can the platform identify periods of underperformance that may be cause for a check-in among team leaders, but it can also highlight the brightest workers in the company over a given period of time, creating a structure where hard work is rewarded with perks and benefits.

This AI-powered platform means that employees can rest easy knowing that their hard work is recognised and that underperformers will be addressed, ensuring a level of trust and confidence that can eliminate suspicions between colleagues during collaboration.

4. Recapture the Human Side of Collaboration

When teams become accustomed to collaborating on a remote basis, they risk losing that all-important human touch when communicating with one another. Without building bonds through shared interests and informal small talk, trust gaps can grow as colleagues fail to build meaningful connections.

It’s possible for employers to recreate these connections between remote teams by fostering bonding exercises that can be undertaken by both in-house and remote workers. Considerations like a virtual happy hour, book club, or even team baking competitions can encourage greater levels of bonding and even improve collaboration between colleagues.

Platforms like Gather can be a strong option for these more informal meetings, and they can go a long way in recapturing the essence of a relaxed office environment online for more workers to build meaningful connections.

Fostering Trust Between Teams

Remote collaboration is still in its infancy, and many businesses are still playing catch-up when it comes to accommodating both in-house and remote workers.

With workplace flexibility at the top of many employee priority lists, it seems as though hybrid work is here to stay, but no companies should suffer as a result of lost face-to-face collaboration between workers.

By onboarding the right tools and embracing developments in artificial intelligence, it’s becoming easier than ever to recreate that human touch online, helping more workers to collaborate and earn each other’s trust.

Frequently Asked Questions

What is the remote work trust gap and what causes it?

The remote work trust gap describes the suspicion and lack of confidence some co-workers have in their remote peers’ productivity. This gap is mainly caused by the loss of spontaneous, face-to-face interactions that often happen in a physical office. Without seeing colleagues daily, it becomes harder for hybrid teams to trust that everyone is working hard.

How does instant messaging help build trust in a hybrid team?

Instant messaging helps establish trust by making communication faster and more visible than slow email. Tools like Slack or Microsoft Teams provide a clear, quick avenue for collaboration. This responsiveness makes remote workers appear more available and willing to help, which closes the gap between in-house and remote staff.

Why are video calls more effective than simple messaging for collaboration?

Video calls are more effective because they re-establish face-to-face interaction, which allows team members to read verbal and nonverbal cues. Seeing a colleague helps in delegating tasks and working on shared projects more smoothly. Normalizing video calls for quick check-ins helps to drive higher productivity and improve team trust.

Can AI software actually improve employee trust and recognition?

Yes, AI-powered HR software can improve employee trust by creating an objective and fair system for managing performance. Platforms like PeopleHR highlight workers who excel while also identifying periods of underperformance needing attention. This system assures employees that hard work is recognized and that underperformers will be addressed fairly, eliminating suspicions between colleagues.

What practical steps can my team take to “recapture the human side of collaboration”?

To recapture the human side of collaboration, you should create informal virtual events that encourage bonding among all team members. Try hosting a virtual happy hour, starting an online book club, or organizing a team baking competition. Using platforms like Gather for these non-work-related activities helps remote and in-house workers build meaningful personal connections.

What is the chief difference in communication between in-house and remote workers?

The chief difference is the speed and visual cues of interaction, leading to a “us versus them” mindset. In-house workers benefit from quick, spontaneous conversations, while remote workers often rely on slower methods like email. This difference can lead to a toxic culture where in-house staff doubt the efficiency of those working remotely.

Is it true that working from home always leads to lower productivity?

No, the article highlights that 63% of employees report being just as productive, or even more productive, at home as they are in the office. The misconception that remote work lowers output stems from the gap between actual productivity and perceived productivity by colleagues who cannot see the work being done.

Why is using email a major mistake when trying to overcome a trust gap?

Using email is a major mistake because it is a slow, asynchronous form of communication that lacks the instant connection needed to show trust and responsiveness. When trying to break down collaboration barriers, a team needs a frictionless, immediate communication channel instead of waiting on email replies.

How can a manager use AI to boost team engagement and fairness?

A manager can use intelligent HR software to track and recognize high-performing employees with objective data. This approach shifts recognition away from favoritism or simple visibility, rewarding true hard work with perks and benefits. This fairness drives confidence among all teams, ensuring engagement is high for both remote and office staff.

Beyond communication tools, what is the key to creating sustainable hybrid working models?

The key to creating sustainable hybrid working models is to normalize interactions that were once reserved for the office, specifically through video technology and informal team building. Companies must integrate these tools into daily workflow, treating video calls as the default for daily interaction, and scheduling social time to bridge the human connection gap.