This summer, two of my sons worked at a local hotel. While they were mostly excited about building their savings accounts (and treating themselves to the occasional milkshake), I was focused on the amazing lessons they were picking up along the way. Lessons that anyone entering the workplace, and frankly every manager, could benefit from. What struck me most was how closely these lessons aligned with what I teach in my Flourish@Work® Leadership and Team Well-being program.

Here are a few of those lessons, along with practical actions managers can take to bring them to life with their own teams.

Those Small Tasks Build Independence

With only one uniform to wear, my sons quickly realized they needed to plan ahead. Laundry had to be done the night before or they would show up unprepared. It was a crash course in executive functioning: thinking ahead, managing time, and taking responsibility for the small details. For managers, it is a reminder that when employees are trusted to handle small tasks on their own, they build confidence, independence, and problem-solving skills.

Action for managers: Assign small but meaningful responsibilities that employees can own entirely, then step back and let them handle it.

Recognition Goes a Long Way

Both were awarded small gift cards, accompanied by handwritten notes acknowledging their timeliness and reliability. These gestures went far beyond the value of the gift card itself. They showed that effort was seen and appreciated. The impact? One of my sons, who had been adamant about working only three shifts per week, began picking up extra work when he knew the team needed help. It was a real-life example of the ripple effect recognition has on motivation and performance.

Action for managers: Make recognition specific and personal. “Extend the thanks,” as I call it in my trainings. Call out what they did and why it mattered, even in small ways.

Using Strengths Leads to Success

One of my sons, who is on the Autism spectrum, has an incredible memory and thrives on routine. Management matched him with tasks that played to his strengths, even letting him create extra checklists to fit his natural skills. The result? He excelled and found fulfillment in his work. Whether it is a teen in their first job or a seasoned professional, weaving strengths into daily responsibilities boosts both performance and satisfaction.

Action for managers: In one-on-ones, ask employees which tasks feel most natural or energizing, then look for ways to bring those strengths into their current role.

Inclusion Builds Trust

At the start of the season, he was introduced in a companywide meeting as “the newest member of the team.” At the end of the summer, he received a farewell cake and a card signed by all of his teammates. Both of my sons experienced firsthand the impact of connection and belonging in their summer jobs. Even in roles where employees do not collaborate daily, helping people feel part of something bigger fuels engagement. Research backs this up: belonging is one of the strongest predictors of workplace well-being.

Action for managers: Create simple, low-effort rituals like introductions, team acknowledgments, or shared celebrations. This builds a sense of belonging and trust.

The Power of Purpose

Perhaps the most powerful lesson was observing the impact of feeling purposeful. Both of my sons clearly understood how their contributions, whether cleaning rooms or bussing tables, directly impacted hotel guests and supported their team. That sense of being useful and needed fueled their motivation all summer long. Purpose, at any age, is what transforms a job into something meaningful.

Action for managers: Connect the dots for your team by regularly explaining how their work impacts customers, colleagues, or the bigger mission.

Summer jobs may start as a way for teens to earn extra spending money and milkshakes, but the lessons they carry forward (planning ahead, feeling recognized, using their strengths, belonging to something bigger, and finding purpose) become building blocks for life and work. For leaders, they are a powerful reminder that the fundamentals of motivation and well-being are timeless, no matter what the latest workplace trend or buzzword might be.

So take a look at your own team and ask yourself: which of these lessons could you put into practice this week? Small actions like these are what build a culture of caring in any organization. And when you do, your employees will begin to FLOURISH@WORK®, just as my boys did this summer.