Comments on: What Can Executives Do To Drive Employee Engagement?

By: Pat Meehan

Pat Meehan — Fri, 20 Aug 2010 00:39:13 +0000

It is very true that managers who are good listeners and less controlling are likey to develop much more engagement in their employee groups. Trust combined with delegated responsibility and focus has unlimited potential !

By: Malcolm Wagner

Malcolm Wagner — Thu, 05 Aug 2010 09:02:59 +0000

Offer diversity in roles and responsibilities. I feel that the degree to which employees feel their job tasks require a wide range of personal skills and competencies influences the satisfaction of individual employees. Employees tend to feel more satisfied if given the opportunity to stretch their wings a bit.

By: Jill Morin

Jill Morin — Mon, 02 Aug 2010 03:44:18 +0000

Thank you for mentioning my book Better Make It Real, Josh and Gershon. Do you think people will figure out that I am talking about myself as the recovering control freak? I appreciate Erik Van Slyke’s input too. “To listen well is as powerful of means of influence as to speak well,” is Chinese proverb that seems appropriate.

By: Marlisa Kopenski

Marlisa Kopenski — Mon, 02 Aug 2010 03:37:03 +0000

I agree with Jen Turi that trust is so incredibly important, at least in motivating me, personally. My employer trusts me to get my job done without insisting I punch a clock. If that means I leave for two hours to go to my daughter’s recital, so be it. And because of this trust, I work way over 40 hours a week, willingly!

By: Jen Turi

Jen Turi — Sat, 31 Jul 2010 12:19:05 +0000

I agree with most everyone. I think you go back to the basics. You must build trust and to do that you must listen. To listen effectively, you must be humble. So a good place to start is with humility. Thanks for the article!

By: Josh Leibner

Josh Leibner — Fri, 30 Jul 2010 22:32:33 +0000

Our pleasure – it’s greatly rewarding to hear we are providing value.

By: Josh Leibner

Josh Leibner — Fri, 30 Jul 2010 22:31:51 +0000

It is possible – and we’ve been fortunate enough to partner with quite a number of these – for executives to develop and demonstrate the courage, resolve, humility and fortitude to be honest, sincere and forthright in their communications. It may be rare, but these are the kinds of leaders who people will follow through the proverbial walls.

By: Karen Puckett

Karen Puckett — Fri, 30 Jul 2010 12:13:14 +0000

COMMUNICATION and TRANSPARENCY… But you will NEVER get that from a CEO…

By: Elsie Hamilton

Elsie Hamilton — Fri, 30 Jul 2010 11:08:23 +0000

In my experience, intrinsic rewards seem to create a strong, win/win form of motivation for both an organization and its employees—and one which suits the times. This type of motivation is focused on the shared desire that employees’ work makes an effective contribution to meaningful purposes, so that it is performance-driven. It embodies the kind of self-management and professional development demanded by younger workers. It does not depend on large outlays of money to generate extra effort, so that it is feasible when funds are tight. Furthermore, intrinsic rewards do not require that a boss be present, as exemplified by the growth of the virtual work and telecommute environments…

By: Sherri Melton

Sherri Melton — Fri, 30 Jul 2010 09:23:23 +0000

This was a great series – thanks!