Hybrid working has become a permanent feature of the modern workplace. For many UK businesses the challenge isn’t whether hybrid work can function, but how to make it work well. At the heart of every successful hybrid team is trust. Without it, productivity drops, communication breaks down, and disengagement creeps in. Here’s how build trust with practical steps that work for small and medium sized businesses.
Why trust matters more in hybrid working
In hybrid teams, employees aren’t always visible. Managers can’t rely on “presenteeism” or informal office cues to gauge performance or wellbeing. When trust is lacking, hybrid working can lead to micromanagement, poor communication, feelings of isolation, higher turnover of staff or reduced engagement.
Trust, on the other hand, creates clarity, autonomy, and accountability – all essential for hybrid success.
Some common trust challenges in hybrid teams
· Managers struggling to let go of control
· Office-based staff feeling favoured over remote colleagues
· Inconsistent communication across locations
· Unclear expectations around availability and output
· A lack of confidence in managing performance remotely
How to build trust in hybrid teams
Set clear expectations (and stick to them) – have clarity on working hours and availability; communication channels and response times; output expectations and office attendance requirements. Make sure you document hybrid working arrangements and apply them fairly to avoid confusion and resentment.
Shift focus from hours to outcomes – move away from measuring time and towards measuring results. What does good performance actually look like? Are objectives clearly defined? When employees are trusted to deliver outcomes, they’re far more likely to stay engaged and committed.
Communicate consistently – carry out regular team check ins; have clear agendas for meetings; give shared access to information and decisions; avoid “office-only” conversations that exclude remote staff.
Support managers – hybrid working can add a layer of complexity so ensure your managers are trained to build relationships remotely; have effective conversations around wellbeing and performance and be able to spot disengagement.
Focus on fairness – make sure opportunities are offered regardless of location; performance reviews are evidence-based and visibility doesn’t equal value. Hybrid working should support inclusion and not create a two-tier workforce.
Encourage psychological safety – your employees should feel able to ask questions, admit mistakes, share ideas and raise concerns without fear. As a leader, you should demonstrate openness, vulnerability and be able to set the tone for the whole team.
Act on feedback – try pulse surveys, one-to-ones and team retrospectives. Even the smallest changes demonstrate that voices are being hard if they are communicated clearly.
Need help with hybrid working?
If your business is navigating the challenges of hybrid working, expert HR support can help you to build trust, strengthen your leaders and future-proof workforce. We can help you get it right from day one.
