As we are nearing the end of The Eras Tour era, there’s no denying it’s been a worldwide phenomenon—from watching the grainy live streams and magazines hiring a Taylor Swift reporter to fans wearing elaborate costumes celebrating their favorite of Taylor’s eras, there is most definitely “glitter on the floor after the party…” Whether or not you’re a Swiftie, these 13 lessons prove Taylor Swift is a mastermind, and not just with her music.

“So, make the friendship bracelets, take the moment and taste it…”

Trading friendship bracelets was not only an activity of concertgoers and hopeful football players. It even became an exchange among the venues of a giant friendship bracelet that first hung outside the New Orleans stadium, which was “traded” with Indianapolis and now has made its way to Canada. Leaders should look to create authentic relationships with team members recognizing individuality is more meaningful and creates a lasting connection.

“You play stupid games, you win stupid prizes..”

Strategic talent acquisition requires thorough processes and transparent evaluation criteria. The cost of an open position is much less expensive than a bad hire. By reviewing job descriptions frequently for accuracy, creating a structured interview process, implementing skills assessments, and building talent pipelines, HR professionals can ensure a more transparent and effective recruitment strategy. Let’s stop listing a college degree and 5+ years of experience for entry-level roles, and let’s be honest: There probably is never an actual salary range of $40,000 to $120,000.

“Sorry I can’t see facts through all of my fury…”

If you review your team members’ performance without first providing them clear expectations and performance metrics (SMART goals) and are not checking in with them regularly, why are you surprised when they are upset with the score you give them on their annual evaluation? This will almost always mean you are misaligned and create unnecessary tension. Share the feedback as soon as you are aware of the need, and give them an opportunity to acknowledge the issue and potentially turn their performance around.

“I could build a castle… with all the bricks they threw at me.”

Have you ever conducted an employee survey and been surprised or even appalled by the results and just filed it away? Engagement surveys are a valuable tool, but the request for feedback is only the first step. Once the feedback has been received and reviewed, closing the loop on this activity would be sharing the results back to the organization and outlining the key areas you plan to work on. Don’t avoid tough conversations– use challenges as foundations for growth. Turn the negative feedback into constructive improvements, build stronger systems from lessons learned, develop organizational resilience, create feedback loops for continuous improvement, and celebrate resilience in action.

“It’s me, hi, I’m the problem, it’s me”

The ability to look inward and recognize our own role in situations – both positive and negative – is perhaps one of the most crucial leadership skills. This isn’t about being overly critical of ourselves, but rather about having the emotional intelligence to understand how our actions and decisions impact others.  It’s about understanding that sometimes, yes, we are indeed “the problem” – and that’s okay, as long as we’re willing to acknowledge it and work on improvement. Consider implementing regular 360-degree feedback sessions, creating safe spaces for honest dialogue, and developing concrete action plans based on the insights gained.

“I’m damned if I do give a damn what people say”

When it comes to leadership, authenticity isn’t just a buzzword – it’s a necessity. Outstanding leaders understand that being true to themselves while maintaining professional standards creates an environment of trust and transparency. Think about the leadership presence you want to cultivate and model this behavior.

“How can a person know everything at eighteen but nothing at twenty-two?”

Remember your first “real” job? There is a mix of excitement and terror, trying to appear professional while secretly Googling “business casual” and “how to send a professional email.” Today’s early-career professionals face these same challenges, plus navigating hybrid work and building relationships through Zoom. Creating structured support systems for these employees isn’t just nice – it’s necessary. The goal isn’t just to train them on job tasks – it’s to help them develop the professional judgment and confidence they’ll need for long-term success.

“They told me all of my cages were mental, so I got wasted on all my potential.”

Let’s face it – watching potential go to waste is like watching a vintage record collect dust. In today’s competitive market, organizations can’t afford to let talent stagnate. Development isn’t just about formal training programs; it’s about creating an environment where growth is woven into the fabric of daily work life. Think beyond traditional career ladders, sometimes the most powerful development opportunities come from cross-functional projects, stretch assignments, or even temporary role swaps. Get creative with employee development– you’re building a pipeline of future leaders who understand your business from multiple angles.

“Can I ask you a question?”

This should be music to a leader’s ears, not a phrase that induces dread. Foster an environment where curiosity drives innovation and questions are seen as opportunities for growth. Consider implementing “learning loops” – regular intervals where teams can reflect on what’s working, what isn’t, and what they need to learn next. The key is making learning a continuous conversation.

“Shake it off, shake it off”

We all know change is inevitable, in today’s business environment, the ability to “shake it off” and adapt quickly isn’t just helpful – it’s crucial for survival. Successful change initiatives require a carefully orchestrated approach that considers both the operational and emotional aspects of transition. Creating detailed communication plans that address the ‘why’ behind changes, not just the ‘what’ and ‘how’. Don’t forget to equip managers with the tools and language to support their teams through uncertainty. Remember, resistance to change is natural – but with proper support and transparency, it doesn’t have to derail progress.

“You need to calm down… ’cause shade never made anybody less gay”

Creating truly inclusive workplaces requires more than just updating your company photo library or celebrating heritage months. Real DEI work demands continuous, intentional effort at every level of the organization. It’s about creating environments where everyone can bring their authentic selves to work and have equal opportunities to succeed. Employee Resource Groups (ERGs) can be powerful vehicles for change, but they need proper funding, executive sponsorship, and genuine organizational support to be effective. You should also be tracking meaningful metrics that go beyond simple headcount diversity to measure inclusion and equity and regularly auditing your practices for unintended biases.

“I’m so sick of running as fast as I can, wondering if I’d get there quicker if I was a man.”

The conversation about pay equity isn’t going away, and isn’t just about gender – it’s about creating fair, transparent, and consistent compensation practices across your entire organization. This requires a systematic approach that goes beyond annual market adjustments or reactionary fixes when someone threatens to leave. Conduct regular pay equity analyses that consider all aspects of compensation – base pay, bonuses, equity, and benefits. Train managers on having productive conversations about pay and ensure they understand how their decisions impact equity across the organization. Most importantly, be proactive in addressing disparities when you find them – waiting for employees to raise concerns often means you’re already behind.

“What if I told you none of it was accidental?”

None of these initiatives happen by accident. Just as Taylor carefully curates each album release, by dropping easter eggs and changing her aesthetic, HR leaders need to strategically plan and execute their people initiatives. This means moving beyond reactive, tactical HR to become true strategic partners in the business. Develop a comprehensive HR strategy that aligns with and supports your organization’s business objectives.

While we’re all waiting for Reputation (Taylor’s Version), take some time to plan your next strategic HR initiative because “karma’s gonna track you down…” —and if done correctly, it manifests as an engaged, productive, and loyal workforce that drives business success. Creating an exceptional employee experience “never goes out of style!”

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For those interested in this playlist of the 13 songs, and any other referenced above, you can listen HERE on Spotify