John has a trust problem.

He thrived in a traditional office and maintained a relaxed, “open-door” policy. He even stocked a candy jar full of gummies to lure in chatty team members. But when he became CEO of a fully remote organization, everything changed. No desk. No gummies. No casual drop-ins. And suddenly, no connection.

Reality check: An open-door policy doesn’t work when there are no doors.

As we have come to realize, remote work is different. Trust is built—and lost—differently. Without the passive cues of a physical space, leadership and teamwork must be intentional. A closed door signals “busy,” while an open one invites conversation. But in a virtual workplace, no cues mean people often assume the worst: the door is closed.

When coworkers can’t rely on informal, spontaneous interactions to ask questions or share ideas, communication stalls. Over time, team members feel overlooked and unimportant.

And here's the kicker: leaders like John rarely realize it’s happening. They don’t see how a curt text or distracted video call can send a message of unavailability. In a world without doors, silence feels like rejection.

Trust in a remote setting must be built on purpose:

• Regular, predictable check-ins

• Feedback conversations after every project—positive and negative

• Meetings with buffer time for questions and pushback

• Opportunities for casual chit-chat before or after formal meetings

• Designated “office hours” or virtual co-working video sessions for spontaneous connection

Without structure, it’s easy for employees to think: “My leader is too busy for me.”

One of the most powerful ways to build trust from a distance is to create predictable moments of access. And who knows—maybe throw in a few virtual gummies while you’re at it.

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