Why Teams Aren’t Optional Anymore

The ADP Research Institute delivered some groundbreaking insight: Workers who say they’re on a team are 2.3 times more likely to be fully engaged than those who aren’t. 

That’s not a suggestion. It’s a wake-up call.

And here’s the kicker: This held true across all global regions. Geography didn’t matter. Industry didn’t matter. What mattered was belonging – being part of a team.

But how many credit unions really understand their teams?

Not just the org chart. Not just who reports to whom. I mean: how many real teams do you have? Who’s on them? Which are thriving? Which are struggling? If we can’t answer those questions, we’re managing shadows, not people.

Now, let’s raise the stakes. The same study revealed something even more powerful: A worker is 12 times more likely to be fully engaged if they trust their team leader.

That’s not a typo. Twelve times.

So how do we build trust? Start by asking:

• Do employees clearly know what’s expected of them?
• Are they recognized for their strengths – daily?
• Do they feel their team has their back?
• Are they surrounded by people who share their values?

If the answers are foggy, so will be engagement.

Let’s also clear up a common myth: Engagement doesn’t rise or fall based on generation. It rises with role clarity, value alignment, and team trust. Yes, higher-level employees tend to be more engaged, but that’s not age-related. It’s experience-related.

For small and mid-sized credit unions, teams aren’t just helpful, they’re critical. But we need to ask the hard questions:

• Are your “teams” truly collaborative units or just cliques?
• Are your employees siloed or supported?
• Are leaders trained to connect, not just manage?

If we want higher engagement, we don’t need another survey –we need stronger teams. Because engagement isn’t a program. It’s a product of people who feel they belong, believe in what they do, and trust who they’re doing it with.