In a hybrid setting, trust is the foundation that keeps teams cohesive, engaged, and productive, despite physical distance. According to the Victorian Public Sector Commission (VPSC), trust enhances collaboration and drives higher engagement levels, essential for hybrid work environments. Here are key strategies leaders can implement to build trust effectively in a hybrid work context .

1. Foster Open Communication and Transparency

Transparency is crucial in hybrid teams where misunderstandings can easily arise due to the lack of face-to-face interaction. Leaders should communicate openly about decisions, strategies, and organisational changes. Comcare emphasises that regular communication fosters psychological safety, allowing team members to feel comfortable expressing their ideas and concerns without fear of judgment. This builds a culture where transparency is the norm, reinforcing trust.

2. Empower and Support Autonomy

Giving employees control over how they manage their tasks is a powerful trust-building tool. The Australian Public Service Academy highlights the importance of empowering employees to make decisions that impact their work, which fosters a sense of ownership and trust. Encouraging autonomy not only shows trust in the team’s capabilities but also boosts motivation and innovation, crucial elements for hybrid teams.

3. Create a Sense of Belonging and Inclusion

Ensuring that all employees feel included and valued, whether they work remotely or on-site, is essential. Research from the NSW government shows that hybrid work can improve well-being and flexibility for employees, but it requires a conscious effort from leaders to make it inclusive. By involving employees in decision-making processes and offering equal access to professional growth opportunities, leaders can create an environment where everyone feels like a valued team member .

4. Establish and Maintain Clear Expectations

Setting clear and achievable goals helps maintain trust as employees understand what is expected of them. This clarity reduces ambiguity, which is especially important in hybrid work arrangements where informal, in-person check-ins are less frequent. Leaders should ensure that goals are specific, measurable, and time-bound, providing regular feedback and celebrating achievements to reinforce a sense of accomplishment and trust within the team.

5. Model Integrity and Reliability

Trust starts with the leader. Being consistent, keeping promises, and showing integrity are essential behaviours for building credibility. Leaders should be available for their teams, uphold their commitments, and model the behaviors they expect from their team members. This approach not only strengthens trust but also promotes a culture where integrity and accountability are valued.

Case Study: NSW Government’s Approach to Hybrid Work

The NSW government’s adaptation to hybrid work post-pandemic illustrates how building trust can lead to greater productivity and employee satisfaction. In 2021, as restrictions eased, 30% of tasks in the NSW economy continued remotely, contributing to significant productivity gains. The government’s success lay in its commitment to transparent communication and empowering employees to balance remote and on-site work flexibly. This strategic emphasis on building trust and flexibility helped maintain high levels of employee engagement and organizational efficiency.

Conclusion

Building trust in a hybrid work environment requires deliberate and consistent efforts. By fostering open communication, empowering employees, promoting inclusivity, maintaining clarity, and demonstrating integrity, leaders can build a foundation of trust that drives team success and resilience in a hybrid setup. As organizations continue to evolve, trust will remain the cornerstone of high performing, connected, and engaged hybrid teams.