How to Create Real Trust and Psychological Safety Among Hybrid Teams

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As posted on RollingStone / Culture Council
February 5, 2026
Thomas Andersen, BTA Cannabis CPA Tax, featured as a member of the RollingStone Culture Council’s Expert Panel

Hybrid and remote work have reshaped how teams communicate, collaborate and connect. But trust doesn’t automatically follow new tools or flexible schedules. Without face-to-face cues and shared physical spaces, misunderstandings can happen more frequently, and employees may hesitate to speak up or take creative risks.

In this environment, psychological safety requires deliberate leadership. Building genuine trust requires a human-centered approach to communication that makes people feel heard, respected and safe to contribute fully. To that end, Rolling Stone Culture Council members share the strategies they rely on to foster trust and psychological safety, no matter where their teams are located.

Have Real Conversations During One-on-One Check-Ins

Build trust through consistent one-on-one check-ins. I like to have real conversations and practice listening with intention. I think it’s incredibly important to follow through and provide context. I’ve always worked on making myself readily available and accessible for team members. All should feel welcome. – Marissa Andrada, Marissa Andrada

Make Team Meetings a Space for Validation

Psychological safety is built through consistency. Regular team meetings and one-on-one check-ins create space for people to be heard and validated. When ideas or concerns are discussed openly, teams can separate real needs from hype, collaborate on solutions and build trust through transparency. – Kelley Swing, Head Case Hair Studio

Make Clear, Calm Leadership the Standard

My approach is to be clear and calm as a leadership standard. Share explicit expectations, assign one clear owner per outcome and hold regular check-in meetings that reward early honesty over polished, surface-level updates. When people know what success looks like and won’t be punished for showing issues fast, psychological safety is automatic. – Kristin Marquet, Marquet Media, LLC

Establish Weekly Objectives, Briefings and Debriefings

Establishment of pre-week objectives, briefing and end-of-the-week debriefing provides confidence that what we set out to do was accomplished. In a digitally-dependent world, these team briefs and debriefs provide direction and feedback and establish confidence for business owners that the business is on track. Team members safely and efficiently surmount obstacles with reassurance from leadership. – Thomas Andersen, BTA Cannabis CPA Tax

Model Accountability and Align Values with Actions

In a hybrid, digitally-mediated world, trust is built through consistency and courage. I lead with transparency, model accountability and create spaces where people feel safe to speak honestly and feel a strong sense of belonging. Psychological safety grows when leaders align values with actions and center humanity, not hierarchy, every day. – Kimberly S. Reed, Reed Development Group

Meet In Person Annually

For us, working remotely with teams spread all over the world necessitates meeting in person on an approximately annual basis. Video calls and instant messages can, over time, begin to mute the truth that we are human beings who know each other, care about each other and share a common goal. Occasional infusions of in-person interaction are essential for nurturing trust and collaboration. – Jed Brewer, Good Loud Media

Give Your Team Honesty and Access

For me, it starts with honesty and access. My team knows the rooms we are working in, the expectations and the real goals. I protect my team publicly and coach privately so people feel safe to grow. We check in on life, not just deadlines. Trust comes from feeling seen, not managed. – Becca Brazil, Only 1 Media PR

Be Consistently Authentic

Authenticity is one of those things that people recognize and connect with, no matter the space. It can be a newscaster or a social media influencer — if someone comes across genuinely, you just know it. You have an advantage already because your team has so many connecting points, so even if there’s not a lot of time for individual interaction, they will see who you are through consistency. – Bo Howard, Shapiro

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