We are rolling out the Simplicity Ops Academy next month to provide training to help create exceptional CSAs. Here is an overview of what we are working on.

Boom! Great post! So many leaders think they have an accountability issue when what they really have is an operational clarity gap. When the process is clear, ownership feels natural. When it’s vague, even high performers hesitate. Pressure doesn’t fix that. Structure does. Clarity isn’t micromanagement... it’s what gives people the confidence to move.

@Lisa Bacon How is that working out for you guys? I have seen this go very well and very poorly. Would love to hear your thoughts!

@Jose M Lopes We are def going to feature the folks listed above, shoot us some other ideas if there is anything else that is interesting!!

@Grier Rubeling BOOM! thanks for volunteering :) I will email you!!

Love this question and yes, many firms do this. But here is my take... the ones that do it best pair anniversary recognition with actually knowing their people. Tracking more than just start dates (favorite restaurants, hobbies, travel interests, preferred recognition style, family milestones) allows firms to make these moments personal instead of generic. The elite firms store this in a simple “team profile” in their CRM and update it during onboarding and 1:1s as they learn more about their team mates. A few gift ideas we see work really well: - A favorite local restaurant or experience (chef’s tasting, spa day, concert tickets) - Extra PTO tied to something meaningful (trip, new baby, life event) - A curated box around a hobby they love (coffee, golf, fitness, books) - A handwritten note, a public shout out from leadership calling out their impact When recognition is intentional and systematized, it strengthens culture and retention without needing to be extravagant.