Catch up now
Have you ever been in a long-distance relationship?
Ask anyone who has and they’ll all tell you the same thing: to continue to nurture the relationship takes work, and not doing so leads to its inevitable collapse.
And maintaining team relationships when all its members are working remotely is no different.
In a compelling episode of At the Table, Patrick Lencioni unpacked a growing challenge in today’s remote-first world: virtual politics. Unlike traditional office politics, this isn’t about power plays or backroom deals. It’s more insidious, born from silence, distance and the absence of informal connection.
When teams operate remotely, the natural friction of collaboration doesn’t disappear, it just becomes harder to see. Without hallway conversations, spontaneous check-ins or body language to read, even the most well-meaning colleagues can misinterpret intentions. Over time, this can quietly foster suspicion, erode trust and weaken team cohesion.
When speaking to HR leaders and CEOs of remote-first organisations, the same challenge is shared again and again “How do you detect and address trust issues when you can’t see them happening?”
At Best Companies, we believe that one of the most powerful tools to combat virtual politics is also one of the simplest: listening.
Employee engagement surveys - when done right - offer a structured, psychologically safe way for people to share what they’re experiencing. They give voice to the silent frustrations, the subtle disconnects and the early warning signs of cultural drift.
Our 8-factor methodology, developed over two decades, helps organisations uncover the real story behind engagement. It goes beyond surface-level satisfaction to explore the deeper drivers of leadership, team dynamics and the understanding of purpose.
When your people work away from the office, you can’t rely on gut feel or casual observation to gauge team health. You need data. You need insight. And, most importantly, you need to act on it.
Engagement surveys help you:
• Spot early signs of disengagement or mistrust
• Understand how leadership is perceived across distance
• Identify communication breakdowns before they become cultural issues
• Demonstrate that employee voices matter no matter where they’re speaking from
When employees see that their feedback leads to meaningful change, it reinforces trust. It shows that leadership is listening, responsive and committed to building a healthy culture - even across time zones.
Virtual politics thrive in silence. But when you give people a voice, you create the conditions for trust to grow.
If you’re leading a remote-first organisation, now is the time to double down on listening. Not just to measure engagement, but to protect the very foundation of your culture.
Want to learn how Best Companies can help you build trust and engagement across your remote teams? Speak to our team of experts.
