Building Trust and Rapport: The Power of Face-to-Face Interactions in Management

Building trust with your team members and colleagues is an essential part of a high performing team. Even in Patrick Lencioni's famous book The 5 Dysfunctions of a Team, "trust" is the foundation of everything when it comes to teamwork. And time spent working face-to-face with colleagues is one of the primary ways to build that trust. Even more so, in our interviews with users and companies, one-on-one meetings generally tend to be one of the most frequent times we're face-to-face (whether virtual or in-person!).

Research supports the value of face-to-face interactions in the workplace. A study by Forbes Insights found that 85% of people believe face-to-face meetings build stronger, more meaningful business relationships. Additionally, a Harvard Business Review survey revealed that 95% of respondents consider face-to-face meetings essential for long-term business relationships. So, you might be asking, "what is it about being face-to-face that maximizes trust building?"

How to Build Trust and Rapport Through Face-to-Face Interactions:

1. Schedule Consistent, Uninterrupted Time - According to a Gallup study, employees who have regular meetings with their managers are almost three times as likely to be engaged compared to those who don't.
2. Show Genuine Interest - You may be interested in the conversation, but your body language doesn't show it. It's important to actually look like you're interested.
3. Practice Active Listening - A study published in the Journal of Experimental Social Psychology found that eye contact during conversations significantly increases retention of information.
4. Follow Through on Commitments - using a tool like Orgnized helps managers keep track of notes and important action items so things don't fall through the cracks.
5. Be Authentic and Vulnerable - Research by developmental psychologist Robert Kegan suggests that leaders who are open about their own learning processes create a culture of growth and psychological safety.
6. Create a Safe Space for Open Dialogue - Google's Project Aristotle found that psychological safety—the belief that one can speak up without risk of punishment or humiliation—was the most important factor in building effective teams.
7. Celebrate Successes Together - A survey by workhuman found that 78% of workers said being recognized motivates them in their job.

As organizations continue to navigate hybrid work environments, the value of face-to-face interactions becomes even more apparent. A PwC survey found that 87% of employees say the office is important for collaborating with team members and building relationships. By prioritizing in-person connections, managers can create stronger, more resilient teams ready to face the challenges of the modern workplace.

Building trust is an essential part of leading a high-performance team and organization. It takes time, effort and focus, and there's no single silver bullet. It's important to be intentional in building trust over time with your team.