Lets start with onboarding.The best way to instill confidence is to
let your new hires figure everything out
for themselves. Dont give them any
guidance, expectations, or tools to do
their jobs. Confusion builds character
and tests their problem-solving skills.
Now, on to meeting the team. Your new hires wont remember
everyones names, anyway, so dont
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!
Its time to set some goals. Or is it? You dont have any, and you
seem to be doing fine. You think. Yeah.
Everythings fine. Although no, no,
its fine. You navigated your own path
and look how you turned out. Awesome.
You say its your birthday? Shhh. These things are nobodys business. You dont 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
someones special day really worth all
this? You know the answer.
Something big is happening.
Youre launching a new initiative, or you
have important company news, or its
holiday time. Heres 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 pointthat way
everyone will get back to work sooner.
Whos doing a great job? Who knows?! No news is good news.
Theres a reason that saying took
offand it certainly applies here. You
wouldnt want to send your employees
the message that theres extra to
be earnedjust for going above and
beyond. That could start a trend.
Its been a year already? Thats 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
theyll feel! Once every five years.
And, now, its time to retire. Whew. You shouldnt even have to
worry about this one. If you followed
along, there wont be any celebrations
necessary. Theyve all come and gone,
and come and gone. The trick is to max
them out at three years. Or less. Thats
how you know its working!
Wed love to say: just kidding!
But its no joke. Getting employee
engagement and motivation wrong
is all too commonand 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
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