Trust is the foundation of any successful team. In traditional office environments, building trust often happens through casual conversations, shared experiences, and time spent together in person. As more organizations move to remote or hybrid models, spontaneous moments have become less common. Gregory Hold, Founder & CEO of Hold Brothers Capital1, recognizes that this shift requires leaders to think differently about how to create and sustain trust.
The truth is that trust falls, ropes courses, and other old-school exercises have little place in today’s distributed teams. Building trust in remote and hybrid settings demands practical, thoughtful actions that reflect how people actually work. Leaders who focus on transparency, communication, and accountability can help their teams feel connected and confident, no matter where they are.
Start With Clear Communication
Communication is the first building block of trust. In remote and hybrid teams, clarity becomes even more important. Without the benefit of body language or informal chats, teams depend on written and verbal communication to stay aligned. Leaders can support this by setting expectations around how and when the team communicates. It includes deciding on preferred tools, response times, and formats for updates.
Clear communication also means making space for questions, encouraging dialogue, and confirming understanding. When people know they can speak up and be heard, trust grows. Teams that communicate well are better equipped to solve problems, share ideas, and navigate challenges together.
Set Expectations and Follow Through
In any team, trust depends on people doing what they say they can do. In remote and hybrid environments, where visibility is limited, follow-through matters even more. Leaders should set clear expectations around goals, deadlines, and responsibilities. Just as important, they should model accountability by meeting their commitments and addressing gaps when they arise.
When teams see that expectations are consistent and fair, they feel more secure. They know what is required and can rely on one another to deliver. It creates a sense of stability that supports both individual confidence and team cohesion.
Promote Transparency
“Transparency builds trust by helping team members understand how decisions are made and why certain choices are prioritized,” according to Gregory Hold. In remote and hybrid teams, this transparency reduces the risk of people feeling left out or uncertain about direction. Leaders can promote transparency by sharing updates regularly, explaining the reasoning behind decisions, and inviting input on plans.
Transparency is not about sharing every detail of every discussion. It is about creating an environment where people have the information, they need to do their work and feel part of the team’s progress. For firms like Hold Brothers Capital, this openness helps prevent misunderstandings and keeps everyone moving in the same direction.
Encourage Connection Through Purpose
Building trust does not require elaborate team-building activities. It starts with helping people see how their work connects to the team’s purpose. When team members understand the value of what they do and how it contributes to shared goals, they feel more invested in each other’s success.
Leaders can support this by discussing purpose during meetings, highlighting how different roles contribute and celebrating collective achievements. Purpose-driven teams tend to be more engaged and willing to support one another, even when working apart.
Recognize Contributions
Recognition plays a key role in building trust. In remote and hybrid settings, where good work may not be as visible, taking time to acknowledge contributions makes a significant difference. Recognition shows that efforts are seen and appreciated. It reinforces positive behaviors and encourages people to continue supporting the team’s success.
Recognition does not have to be formal or large-scale. A simple thank-you during a meeting, a note in a team chat or a mention in a group email can go a long way. What matters is that recognition is specific, timely, and sincere.
Support Peer-to-Peer Feedback
Trust grows when team members feel they can count on each other, not just on their leaders. One way to strengthen this connection is through peer-to-peer feedback. Encouraging team members to share constructive input, offer praise and ask for help fosters a sense of shared responsibility.
Leaders can facilitate this by creating feedback structures, such as regular check-ins, pairing teammates on projects, or building short feedback sessions into meetings. When feedback becomes part of the team’s culture, people feel more connected and supported.
Make Time for Small Moments
While remote and hybrid teams may not share coffee breaks or hallway conversations, small moments of connection are still possible and important. Brief personal check-ins at the start of meetings, virtual coffee chats or casual team gatherings help maintain the human side of work.
These small moments remind people that they are part of a team, not just individual contributors working in isolation. They create opportunities for people to learn about each other, build rapport, and strengthen relationships.
Build Psychological Safety
Trust and psychological safety go hand in hand. Teams that feel safe speaking up, sharing ideas and admitting mistakes without fear of negative consequences are more likely to thrive. Leaders play a central role in creating this environment.
Building psychological safety means listening without judgment, responding to input thoughtfully and treating mistakes as learning opportunities. It means showing appreciation for diverse views and encouraging open dialogue. When teams feel safe, they are more likely to take the risks that drive innovation and growth.
Balance Flexibility with Accountability
Remote and hybrid work often brings greater flexibility, which can support well-being and productivity. But flexibility should be paired with accountability to maintain trust. Leaders can set clear boundaries around availability, communication, and deliverables while still allowing for personal work styles.
This balance helps team members feel trusted to manage their time while knowing that shared commitments can be honored. It reinforces mutual respect and supports a culture where people can depend on one another.
Building Trust for Today’s Teams
Trust falls and ropes courses may have had their place in the past, but today’s remote and hybrid teams need trust-building practices that reflect how they work. Clear communication, transparency, recognition, and connection create the foundation for strong relationships in any setting.
Leaders who focus on these practical actions help their teams build lasting trust. In a world where teams may be spread across cities, countries, or time zones that trust keeps people working together effectively, even when they are apart.
1 Hold Brothers Capital, is a group of affiliated companies, founded by Gregory Hold.
