The thing that people rarely put on performance reviews

Q – Let’s talk about the thing that people rarely put on their performance reviews but everyone’s relying on to survive?

A – Trust.

Not the fluffy “I trust you with my feelings” kind of trust.
Think the practical, high-stakes, career-defining kind.

The kind that decides whether, as a leader, people follow you… or quietly make plans to leave.

Every person you work with has a trust battery

Here’s the tea. Every person you work with has a trust battery.

Every interaction you have either charges it or drains it.

And in most organisations, many leaders are either teetering on the edge of a dead battery or relying on charisma to keep the lights on.

In truth, neither ends well.

The battery doesn’t lie

It doesn’t matter what your job title says. Fancy role titles and clever strategies won’t save you from a flat battery.

And don’t confuse liking someone with trusting them.

You can like and appreciate your manager’s banter and still not trust them to have your back in a boardroom.

Trust is earned through everyday actions and behaviours, not vibes.

So how do you charge it?

You don’t need grand gestures. In fact, it’s the small stuff, done consistently, that makes the biggest difference:

• Follow through. If you say you’ll do something, do it. Every broken promise depletes the battery further.
• Be clear. Ambiguity kills trust. Say what you mean, and mean what you say.
• Give credit. Don’t hoard the spotlight. Nothing depletes trust like a glory-thief.
• Hold yourself accountable. Own your mistakes. People don’t need perfection; they need real.
• Protect your people. Especially when they’re not in the room. That’s where trust compounds.

And what kills it?

• Micromanaging. If you don’t trust your team to do the job, they won’t trust you to lead.
• Performative empathy. You can’t “thoughts and prayers” your way through tough times. Say less but do more.
• Convenient transparency. Sharing only when it suits you isn’t transparency; it’s manipulation.
• Inconsistency. One day you’re supportive, the next you’re indifferent. Or worse, throwing them under the bus. Who should they expect tomorrow?

The sad thing is…

Some leaders don’t even notice when the battery’s dead!

People attend meetings, but there’s little energy. No challenge, no new ideas. No fire. No fight. Checked out.

Here’s your reality check

If your team’s trust batteries are running on fumes, it’s on you.

Not HR.
Not “the culture.”
Not the hybrid policy.

You.

Because trust isn’t a given.

Every meeting, every email, every 1:1.
Or every eye roll, every interjection, every dismissive gesture.

It’s either charging or draining it.

So, what are you doing today?

Plugging in?
Or pulling the plug?