Let’s start with onboarding.The best way to instill confidence is to

let your new hires figure everything out

for themselves. Don’t give them any

guidance, expectations, or tools to do

their jobs. Confusion builds character

and tests their problem-solving skills.

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Now, on to meeting the team. Your new hires won’t remember

everyone’s names, anyway, so don’t

bother introducing them to anyone

except their immediate coworkers. This

helps create cliques and we all know

how great those are. Just like high

school. Good times!

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It’s time to set some goals. Or is it? You don’t have any, and you

seem to be doing fine. You think. Yeah.

Everything’s fine. Although… no, no,

it’s fine. You navigated your own path

and look how you turned out. Awesome.

Probably awesome.

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You say it’s your birthday? Shhh. These things are nobody’s

business. You don’t want to pry or

embarrass anyone by revealing that

they were :gasp: born. And cake is

fattening. Cards are distracting. Singing

is loud and disruptive. Is celebrating

someone’s special day really worth all

this? You know the answer.

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Something big is happening.

You’re launching a new initiative, or you

have important company news, or it’s

holiday time. Here’s what to do: send an

all-staff email! Or, better yet, circulate

an inter-office memo. Be sure to make

it quick and to the point—that way

everyone will get back to work sooner.

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Who’s doing a great job? Who knows?! No news is good news.

There’s a reason that saying took

off—and it certainly applies here. You

wouldn’t want to send your employees

the message that there’s extra to

be earned—just for going above and

beyond. That could start a trend.

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It’s been a year already? That’s great, but the only anniversaries

that really matter are the big ones. Wait

just four more years and you can reward

their loyalty and contributions with a

sincere handshake. In another five years,

a knife set. Oh, just think how valued

they’ll feel! Once every five years.

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And, now, it’s time to retire. Whew. You shouldn’t even have to

worry about this one. If you followed

along, there won’t be any celebrations

necessary. They’ve all come and gone,

and come and gone. The trick is to max

them out at three years. Or less. That’s

how you know it’s working!

Hmmm…

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We’d love to say: just kidding!

But it’s no joke. Getting employee

engagement and motivation wrong

is all too common—and often way

more work than getting it right. In

the long run, anyway. What does

getting it right look like?

Download What Will Make Your Company Thrive? today. Then, call

us at 888.919.7600 to learn more

or click here to schedule a demo.