Disconnected Teams Don’t Execute

Remote Work Creates Freedom.
It Also Calcifies Disconnection.

Across teams right now, we are seeing fewer real relationships, more misread intent, and less trust. It shows up as slower decisions, more friction, and less ownership. Here’s what the data (and leaders I work with) keep pointing to:

Half of Americans are lonely.
Two in five don’t trust their coworkers.
One in five has zero friends at work.

This isn’t just a personal issue, it quickly becomes a performance problem, and it’s quietly eroding the foundation of team and organization cultures.

The Stats We Can’t Ignore

• 70% of employees fear AI could replace their job.

• 40% don’t trust their coworkers.

• Only 32% feel engaged at work.

Meanwhile, we are racing back to work, repeating the patterns of disconnection that are preventing us from realizing our collective potential.

What Top Teams Know

High-performing teams don’t just upgrade tools, they invest in the human operating system - the “how” of getting work done.

Leaders of high-performing teams treat:
✅ Belonging as a performance driver
✅ Culture as a daily practice
✅ Connection as a strategy (not a perk)

That’s why they invest in things like:

• Team development experiences (in-person or virtual, designed for real trust + clarity)

• Leader coaching (so managers stop carrying culture alone)

• Communities of practice / learning labs (cross-team/sector learning + accountability)

Because trust is built in real conversations, not just on Slack, Asana, Trello or Teams.

Want to rebuild connection this quarter?

If your team feels drained, divided, unclear, or “busy but not bonded,” email me with one word, “Curious,” and I’ll follow-up with 2–3 ideas tailored to your team (no pitch, just ideas and options).