3 Ways Managers Can Make Work Meaningful

We continue sharing some of our favorite posts that appeared on other blogs or on our former individual blogs. Shawn wrote this post for the great people at TLNT.com. With dismal news of widespread employee dissatisfaction and disengagement, and uncertainty in the American and global economies forcing CEOs/CFOs continued conservatism, managers are faced with a […] Read moreRead More»

The Net Effect of Your Leadership

In the U.S. this week we celebrate our country’s independence. So, we are taking the week off. But we’re still sharing the ExchangeGain message. All this week we’ll share our favorite posts we’ve written for others or from our previous solo blogs. I recall reading recently a point made by a journalist that […] Read moreRead More»

Connecting the Dots on Talent Shortage

Businesses will always seek to find competitive advantages within its industry. It’s part of any company’s strategic (survival) DNA. Whether it be new products, new services, even investments in technology, these levers for outsmarting, outmaneuvering ones competitors are short lived. They become duplicatable, eroding gained advantages. Such a scenario, however, is business as usual for […] Read moreRead More»

12 Most Electrifying Ways Leaders Can Unleash Employee Passion

What does it mean to unleash employee passion? To start, it doesn’t mean letting employees run amuck and do whatever they want. It does mean, however, spending time learning about what your employees’ aspirations are. It means spending time deepening the relationship with employees. It means paying attention to the work environment and doing what […] Read moreRead More»

Are You Driving Your Talent to Leave?

  Depending on who you believe and what you read, an impending talent mass exodus from crappy work places is on the horizon. I believe it’s already here. Employees who leave crappy work environments for perceived better work places will leave gapping holes of lost knowledge and take with them corporate mythology essential to strategy […] 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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