The One Indispensable Ingredient for Employee Engagement

Randy wastes no time in getting you engaged in his message about employee engagement in today’s businesses. If you’ve not read Randy’s writing, then you’re in for a treat. He’s a recognized thought leader on the topic of trust. Heck, Ken Blanchard Company has put Randy as the Trust Practice Leader. When you read this […] Read moreRead More»

Leaders, Employee Engagement is Uniquely Personal

There is nothing spooky in Kate’s message on engagement. What we like about Kate’s post is the leadership call to action: get over any discomfort in engaging staff. It You most likely have read the stats on how employee engagement increases talent retention. I won’t quote them. You probably have read the effects of employee […] Read moreRead More»

Five Reasons to Be Coached by Your Employees

Engagement is as much about employees as it is about managers. Employee engagement can be made easier when the manager humbles himself to be coached by his employees. It shows trust for starters. Engagement doesn’t have to be a fancy initiative. It starts in the trenches. One of our new friends author Jake Breeden shows […] Read moreRead More»

From Apathy to Commitment

 A topic we evangelize at ExchangeGain is 21st century leadership. The shackles of command-and-control leadership have done its fair share of limiting not only organizational success, but employee contribution. As we move into our third week of Winning Employees through Engagement series, our friend Frank Sonnenberg paints a compelling picture of engagement and […] Read moreRead More»

4 Reasons Employee Engagement Doesn’t Work

William is passionate about employee engagement. So much so his company specializes in it. So it comes as no surprise that William has seen his fair share of misguided attempts to improve employee engagement. In this post, we get some insights into four areas where the attempts failed.    There are a significant number of […] Read moreRead More»

I dare you to try this! Help your employees self-engage

We welcome Alan Kay back for our second series. Alan taps into the art of questions and a bit of optimism in this next installment in our Winning Employees through Engagement Series.  Engagement is a two-way street. Help people realize and own the choices they have – you don’t need to have all the answers. […] Read moreRead More»

Avoid the Employee Engagement Trap

We’re digging this post! CEO and author Ed Muzio gives us some great insights and immediate applicability to our work. Doesn’t matter if you’re a manager or an individual contributor, Ed’s post is written for you!  Engaged employees work harder, produce more, lead happier and more fulfilled lives, and create better societies.  They thrive at […] Read moreRead More»

Why Engagement Sucks, And The Two Things We Need To Fix It – Part 2

Welcome to the second full week of our special blog series, “Winning through Engagement.” We start the week with the conclusion to Josh Allan Dykstra’s post on making work environments that don’t suck! Suck work environments deplete engagement. Right now our employee engagement sucks. Depending on who’s measuring it, somewhere between 70% and 80% of […] Read moreRead More»

Why Engagement Sucks and Two Things We Need To Fix It – Part 1

The engagement blog series keeps on rolling. Today Josh Allan Dykstra steps up to the conversation and explores one of Shawn’s favorite topics – work as a source of joy. Josh ties it to engagement nicely. This is the first of two parts. Also, we’ll be interviewing Josh about his new book, “Igniting the Invisible […] Read moreRead More»

3 Dangerous Questions Leaders Should Ask Employees to Improve Engagement

Joe Baker is one of our new friends. He’s part of the team over at People Results: great people doing important work. Joe drives an important message for positional leaders – check in with your people. Don’t let the busyness of work distract you from connecting with your employees as people. This is engagement without […] Read moreRead More»

  • There’s a more human way to do business.

    In the Social Age, it’s how we engage with customers, collaborators and strategic partners that matters; it’s how we create workplace optimism that sets us apart; it’s how we recruit, retain (and repel) employees that becomes our differentiator. This isn’t a “people first, profits second” movement, but a “profits as a direct result of putting people first” movement.

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