How are You Leading Your Team?

Leadership today isn’t about titles—it’s about tone. And like it or not, you set it.

In a workforce that’s more diverse, more vocal, and more value-driven than ever, the old ways of managing just don’t cut it. People aren’t showing up like they used to—and pretending they are is a fast track to disengagement, turnover, and culture decay.

According to Gallup’s 2023 Global Workplace Report, only 23% of employees are engaged at work. That means 77% are either doing the bare minimum—or actively disconnecting.

But here’s the good news: engagement isn’t random. It’s leadable.

At TAP, we work with leaders across industries who are ready to move past check-the-box management and build something real—something lasting. That starts with understanding how your leadership is shaping your team’s trust, loyalty, performance, and sense of belonging.

So let’s talk about what might be getting in the way.

Trust Isn’t a Buzzword—It’s the Foundation to Great Leadership and High Performance

According to PwC’s 2023 Trust in Business Survey, 91% of business executives say their ability to build and maintain trust improves the bottom line. Yet, only 30% of consumers and 34% of employees actually trust companies today.

Trust affects everything. Paul J. Zak’s research, published in Harvard Business Review, shows that compared to people at low-trust companies, those at high-trust companies report:

• 106% more energy at work
• 76% more engagement
• 74% less stress
• 13% fewer sick days
• 29% greater life satisfaction

Still, many CEOs admit they don’t know where to begin. At TAP, we teach that trust isn't just a nice-to-have—it's the foundation of high-performing teams and sustainable leadership. Our proprietary TAP Trust Model outlines five core pillars leaders must cultivate to build and maintain real trust:

 

Credibility: Say what you mean and mean what you say.

Reliability: Consistently follow through on your commitments.

Emotional Safety: Create a psychologically safe environment where people feel respected and supported.

Congruency of Values: Align your actions with what you say you believe.

Intentions: Lead with clear and authentic purpose.

Trust doesn’t rebuild itself—it must be earned, reinforced, and protected daily. These five pillars give leaders a clear framework to begin, or begin again, in doing exactly that. But you don’t need a grand initiative to start—just consistency, transparency, and follow-through.

People Who Feel Heard Show Up Differently

According to the 2023 EY Belonging Barometer, 56% of employees say feeling heard is the top driver of a sense of belonging at work. And belonging, according to research by BetterUp, can lead to a 56% increase in job performance and a 50% reduction in turnover risk. So, if you want innovation, creativity, and energy—you’ve got to do more than talk. You’ve got to listen.

Loyalty Comes from What You Care About

Businessolver’s 2023 State of Workplace Empathy report found that 92% of employees say empathy remains undervalued in today’s workplace, despite it being linked to higher retention, better mental health, and improved performance. So, if you want loyalty, start by caring deeply about what matters to your team.

Expectations Are Higher Than Ever

A 2022 Gartner study found that 82% of employees say it’s important for their organization to see them as a whole person—not just a worker. And Salesforce’s State of the Connected Customer report (2022) found that 88% of customers expect companies to clearly state their values and 66% expect companies to actively demonstrate them. Yes, your social impact, values, and commitment to wellbeing matter—and your team is paying attention.

Diversity & Inclusion Drive Performance

McKinsey’s 2023 report "Diversity Matters Even More" shows that companies with more than 30% women executives are significantly more likely to outperform those with fewer. Similarly, top-quartile companies for ethnic diversity on executive teams are 39% more likely to outperform on profitability.

However, hiring diverse talent is just the beginning. Inclusion—the act of hearing, valuing, and respecting all voices—is what creates true belonging. I’m still learning how to talk less and listen more. When I do, I witness people bringing their full, authentic selves—and their best work—to the table.

People Want to Grow—Make Space for That

LinkedIn’s 2024 Workplace Learning Report reveals that 93% of organizations are concerned about employee retention—and 89% of L&D professionals say proactively building employee skills will help navigate the future of work. Growth fuels momentum. And when we make space for people to stretch, we make room for the kind of transformation that moves businesses forward.

So, what are you waiting for? Now is the time to invite your team in. Ask what matters to them. Let them contribute. Create space for growth. And yes—care about what they care about. The future of your team depends on it.