80% of employees say they’re just as productive working from home.
But only 20% of managers agree.
Currently, 15% of 15 million job offers worldwide offer working from home as an option, a 5% decrease since this spring. The average time full-time employees work from home has leveled off at 1.5 days per week since the pandemic. While employers are scaling back on remote options, employees are still considering it a must-have for their work-life balance.
The Shift in Work-Life Balance
The pandemic has changed the way we view work-life balance. Employees now see the 40-hour workweek as a significant commitment, especially when factoring in additional hours spent commuting, particularly in traffic-heavy areas like Dublin.
Post-pandemic, workers are focused on spending more time on family, exercise, personal development, and living healthier lives — priorities that now far outweigh the pressure to devote extra hours at the office.
The Post-Pandemic Hybrid Model
The shift to remote work wasn’t planned; it happened out of necessity for businesses to survive. But now, as we’re emerging from “survival mode,” the hybrid work model—working part-time from the office and part-time remotely—is becoming the new normal.
The challenge now is to build trust between managers and employees to make this new model work effectively. If hybrid work can positively impact employee well-being, we need to embrace it and adjust accordingly.
Benefits of Working from Home
Working from home offers multiple advantages, both for employees and employers:
- ✅ Less stress with time spent commuting
- ✅ Greater productivity
- ✅ A greener environment
- ✅ Less traffic
- ✅ Money saved
- ✅ More job satisfaction
- ✅ Less sickness
- ✅ More time for exercise, family, friends, and personal development
- ✅ More time for further education
- ✅ Demonstrates businesses care about employee well-being
- ✅ Helps attract top talent
Building Trust in the Remote Workplace
So, how can we build trust in a remote or hybrid workplace?
A study of 87,000 leaders highlights the three foundational elements of trust in the workplace:
- Positive Relationships
Trust is partly built on the quality of relationships a leader can foster within the team. To nurture trust, leaders must:- Stay attuned to others’ concerns
- Balance results with care for team members
- Encourage cooperation and conflict resolution
- Provide honest and constructive feedback
- Good Judgment/Expertise
Trust is also linked to a leader’s knowledge, experience, and decision-making ability. Leaders must:- Use good judgment when making decisions
- Be trusted for their insights and opinions
- Contribute to achieving results through their expertise
- Respond quickly to issues
- Consistency
Consistency plays a crucial role in trust-building. Leaders who demonstrate reliability and integrity:- Set a good example and “walk the talk”
- Honor commitments and deliver on promises
- Are willing to go above and beyond to support their team
5 Tips to Build Trust in a Remote Workplace
As remote work becomes more common, it’s crucial for management to establish trust with teams while ensuring they are trustworthy themselves.
Here are five tips to build trust remotely:
- Trust Others to Gain Trust
It’s easy to trust when you’re working alongside someone in person. But remote work requires leaders to show faith in their teams. By trusting your team, you set the foundation for reciprocal trust. - Align Your Team’s Purpose and Motives
Ensure everyone is on the same page regarding the team’s goals. If motives aren’t clear, misunderstandings can arise. Regularly communicate the team’s shared purpose, and make sure to showcase competence and dedication to the mission. - Over-Communicate in the Right Way
Communication can break down in remote teams, especially when using emails or video calls that lack body language. Set clear guidelines for communication (timing, tools, methods) and over-communicate, especially in critical moments. When projects or deadlines change, keep the team in the loop to avoid misunderstandings. - Show You Care
Listening, empathy, and transparency are essential in building trust. Check in on your team members’ well-being, demonstrate empathy, and show genuine interest in their personal lives beyond just work. This is key to fostering a culture of trust and collaboration. - Avoid a Blaming Culture
A blame culture undermines trust. If you notice team members pointing fingers, it signals low trust. Managers should model accountability and create an environment where mistakes are viewed as opportunities to improve, not reasons for punishment. This encourages open communication and trust-building among team members.
The Future of Work: A Remote-Friendly Workplace
More than 25% of workers who work from home at least one day a week have stated they would seek a remote-friendly job elsewhere if their employer mandates a full-time return to the office.
Working from home is not just a trend—it’s an expectation for many employees. Offering this flexibility shows that employers care about the well-being of their teams and are invested in their work-life balance. But for it to work, we need trust—among team members and with leadership.
If you’re looking for assistance on implementing effective remote work strategies, Clearview offers training days and workshops to help businesses build high-performing remote teams and sustain new work habits.
