7 Things CEOs Must Do to Boost Team Performance
February 6, 2025 – A CEO’s role in driving team productivity has become increasingly complex, yet it remains more crucial than ever in today’s fast-paced business environment. It’s no longer sufficient to simply set objectives and expect teams to follow suit. The ability to inspire, motivate, and guide employees to operate at their highest potential requires more than just well-crafted strategies—it demands a deep commitment to cultivating a leadership mindset. True leadership goes beyond managing day-to-day operations; it involves creating a vision that resonates with the entire team, fostering a culture of trust, accountability, and continuous improvement.
When a CEO embodies these principles, they do more than just help their team achieve set goals—they empower them to exceed expectations, innovate beyond traditional boundaries, and consistently deliver exceptional results, according to a recent report from The Taplow Group. An effective, high-performing team isn’t just a group of individuals completing tasks; it’s a dynamic, collaborative force that thrives on shared purpose and mutual respect. Under strong, visionary leadership, such teams don’t merely meet their targets—they redefine success, setting new benchmarks and elevating the entire organization in the process.
The Taplow Group offers seven essential actions that every CEO must take to accelerate their team’s performance:
1. Define and Share a Clear Vision.
“As the CEO, articulating your organization’s objectives and building a consistent understanding among the team is part of your duty,” The Taplow Group report said. “A well-structured vision can invigorate the team and inspire action with clarity and intent. Make communicating your vision an ongoing practice—in meetings, documents, or private chats—to keep everyone acutely receptive to their part in realizing the broader goal. A precise roadmap empowers individuals to make performance-centric decisions without constant supervision.”
2. Foster a Culture of Accountability.
Without accountability, even the most skillful team might fail to meet expectations. Accountability fosters ownership over roles and responsibilities, according to The Taplow Group report. “Employ structures like objectives and key results to provide a framework that assures every team member is pursuing quantifiable objectives,” it said. “As CEO, motivate your time leaders for regular progress review—away from the fear of criticism—understanding obstacles and scopes for enhancement. Becoming transparent in leadership and having the courage to answer for your actions sets an example for your team, too.”
Related: How to Maintain Remote Employee Engagement
3. Prioritize High-Quality Communication.
The Taplow Group also explained that one of the biggest challenges many CEOs face is the breakdown of communication across different layers of the organization. To prevent this, the report says that you must focus on fostering an information-sharing culture that bridges silos and sparks collaboration.
The Evolving Trends in Employee Engagement for 2025
Employee engagement is essential for an organization to retain and motivate its workforce. When employees feel connected to their work, productivity, innovation, and commitment to company goals rise. A dedicated workforce also supports a positive work culture, encouraging collaboration and proactive problem-solving, according to a recent report from DHR Global. “Moreover, organizations whose employees are enthusiastic build loyalty, reduce turnover, and enhance performance,” the report said. “Creating an atmosphere where employees feel valued and empowered allows organizations to thrive in the long term.”
Understanding what drives engagement can be complex. DHR sheds light on this topic through a survey of 1,500 white-collar, desk-based knowledge workers. The survey explored the nuances of what drives engagement and how to create an invested workforce. The survey reveals that 88 percent of respondents feel very or extremely engaged. Deeper analysis, however, indicates that external factors often play a key role. A significant portion of employees (67 percent) are motivated by a tight job market, and 61 percent by job insecurity.
“Whether it’s hosting regular team meetings or town halls, scheduling one-on-one check-ins, or simply investing in cutting-edge communication tools, seamless conversation should become an ingrained habit,” The Taplow Group report said. “As a CEO, you must be committed to listening. Vital insights often come from the employees confronting real challenges daily. Allocate time for actively listening to your team’s worries, suggestions, and ambitions.”
4. Invest in Continuous Learning and Development.
Creating opportunities for skill development through training, mentoring, and exposure to different experiences is vital for their growth—and the success of your company, according to The Taplow Group. “As an organization, you can consider a CEO training program for your senior leaders,” the consortium said. “This not only hones their decision-making and leadership capabilities but also demonstrates your commitment to personal growth across the organization. Organizations that continuously invest in learning build teams that are agile, innovative, and ready to adapt to external changes—qualities that directly contribute to long-term success.”
5. Embrace Technology and Simplify Processes.
While the latest tools and platforms can supercharge performance, The Taplow Group notes that they can also overwhelm employees if not carefully implemented. “As a CEO, your role is to introduce technology strategically—to enhance productivity without adding unnecessary complexity,” the report said. “Tools like AI-powered analytics or project management platforms not only improve workflows but also empower your team to make data-driven decisions. When your team knows the exact steps to take, they can focus on delivering value rather than navigating unnecessary layers.”
Related: Creating a Positive Corporate Culture for Employee Engagement
6. Cultivate a Positive and Inclusive Culture.
Culture sets the tone for how employees interact, innovate, and execute. “As a CEO, it’s your role to shape and nurture a positive and inclusive culture that is aligned with your organization’s values,” The Taplow Group report said. “A great culture doesn’t mean enforcing rigid policies. Instead, it can be as simple as creating a flexible work environment, celebrating achievements, and ensuring equal opportunities for career advancement. Incorporating a habit of recognition, like writing personal thank-you notes or celebrating milestones during meetings, can make employees feel valued.”
7. Harness the Power of Hiring Right.
Recruitment is arguably one of the most significant levers you have for accelerating team success—and working with global executive search services can help you build a team of A-players suited for your mission, The Taplow Group report explained. “A team member who embodies shared values and understands your work ethic will naturally amplify performance. Invest quality time in hiring. Evaluate not only an applicant’s technical abilities but also their outlook, versatility, and harmony with your company’s culture. As your firm grows, onboarding proper talent matching your existing team will be beneficial both regarding performance and innovation.”
Every CEO knows the pressure to deliver results. However, The Taplow Group noted that best leaders recognize that truly accelerated team performance is about building a foundation of trust, clarity, and opportunity. “As an organization, if you’re doing purposeful hiring through a professional leadership consultant to implement effective practices, remember this: the most successful CEOs are the ones who align their team’s success with their vision,” the consortium said. “Lead with purpose—and the results will follow.”
Established in 2002, The Taplow Group has locations across six continents in 21 countries. Its partner firms offer executive search, human capital, board advisory, and executive interim services across multiple industry sectors.
The Taplow Group is present in Europe, America, Africa, Oceania, and Asia-Pacific, with 45 offices. Countries covered include: Australia, Brazil, China, Denmark, Finland, France, Germany, Luxembourg, India, Italy, New Zealand, Norway, Russia, Singapore, South Africa, Spain, Sweden, the U.K., and the U.S.
Related: How to Maintain Remote Employee Engagement
Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor – Hunt Scanlon Media
