Your employee buys you a book titled The No Asshole Rule
You read said book and see the included survey
You hand out survey to your staff to fill out “anonymously”
You receive the results and then tell the employee that it was an interesting survey and perhaps every year he should be surveyed
You then hand your employee a list of ways to improve the survey

You approach your staff about doing residential work
Your Office Manager points out that no members of your staff are interested in doing residential work
You doubt your Office Manager, but agree to take a survey at the next staff meeting
Survey results show your staff are indeed not interested in doing residential work
You admit defeat at that staff meeting and say you were not aware
Two weeks later you call a meeting to show your staff how the company can do residential work

You decide to recognize a design drawing that was developed by your partner
You want to present an award to him that shows the company’s appreciation
When you present the framed drawing you’ve made “improvements” to it

And the most important, clearly defined, glaring way to tell:

You insist your staff set S.M.A.R.T. goals for themselves
Specific, Measurable, Attainable, Realistic, Timely
Even pointing out the importance of such goals at strategic planning meetings
Yet after 15 unsuccessful years of plans, schemes and faulty dreams
You still think you can make a profit from your newsletter