1. Create an aspirational resume

Instead of using a resume as a career change tool, use it as a career visioning tool. Every three months, ask employees to write 3 resume bullets they want to add to their list of professional accomplishments at your company.

2. Create interesTED Talks

Even on small teams, some new employees go months without getting to meet the person on the other side of the office. Instead, have new employees do a 20 minute talk about what they bring to the table in terms of their skills, passions, interests, strengths, gifts, talents, and experiences. You may have hired them for one thing, but they may be useful in other ways as well.

3. Create career success plans

Among all of the paperwork a new employee has to complete in their first week, the most important thing they can do is create a plan that describes how they are going to grow their 4 capitals which are their personal, intellectual, social, and financial capital while they work with you. Setting intentions makes them more accountable for how they spend their time daily. Their success plan should also include their retirement speech which helps them create a vision for their long-term career.

4. Create a success dashboard

Scoreboards motivate people because they can see their progress visually. Have each employee sit with their boss and co-create a dashboard for success with their top 3-5 metrics and report on it weekly in team meetings.

5. Create superhero names

Rather than giving everyone the same bland title of manager, sales rep, or associate, allow each individual to create a super hero name that describes how they create unique value for the company. Examples include The Deal Closer, The People’s Person, The Culture Shocker, The Opportunist, The Waste Eliminator, or The Technologists. Relating to one another based on the value each individual offers counters the dynamic of hierarchies and makes the organization feel more flat.