Tracy Maylett is the President and CEO of DecisionWise. He works regularly with executives across the globe on leadership and engagement. He has an MBA and holds an Ed.D. in organization change from Pepperdine University.Paul Warner is the Chief Engagement Architect at DecisionWise, where he advises organizations on increased productivity through employee engagement. He holds a dual Ph.D. in clinical and industrial psychology from the California School of Professional Psychology.Recognized for nearly two decades as international experts in turning feedback into individual and organizational results, DecisionWise has advised leaders in more than 70 countries in employee engagement, leadership, and organization development.
MAGIC: Five Keys to Unlock the Power of Employee Engagementby Tracy Maylett, Paul Warner
A Five-part Approach to Making Organizations Stronger, More Profitable, and Better Places to Work. Employees and leaders intuitively know that when we find a place where we can throw our hearts, spirits, minds, and hands into our work, we are happier, healthier, and produce better results. Yet, most struggle to understand exactly why we engage in/b>
A Five-part Approach to Making Organizations Stronger, More Profitable, and Better Places to Work. Employees and leaders intuitively know that when we find a place where we can throw our hearts, spirits, minds, and hands into our work, we are happier, healthier, and produce better results. Yet, most struggle to understand exactly why we engage in some environments, and don’t in others. Magic introduces the five MAGIC keys of employee engagement—Meaning, Autonomy, Growth, Impact, and Connection—and shows how leaders can help employees achieve higher levels of engagement, as well as how employees can be more successful by taking ownership for their own MAGIC.The Research Based on over 14 million employee survey responses across 70 countries—the most extensive employee engagement survey database of its kind—Magic combines principles of psychology and motivation with solid business concepts. Written by internationally recognized experts in leadership and employee engagement, Dr. Tracy Maylett and Dr. Paul Warner, Magic provides actionable advice that will reduce employee attrition, encourage initiative, drive growth and profit, and increase personal engagement in one’s work.Engaging Content In this book, leaders and employees will find real-world case studies, exercises, assessments, thought-provoking questions, and suggestions that increase engagement on the individual, manager, and organizational levels.
- Greenleaf Book Group Press
- Publication date:
- Sales rank:
- Product dimensions:
- 6.00(w) x 9.00(h) x 1.10(d)
Meet the Author
Most Helpful Customer Reviews
See all customer reviews
For my work I read each year 100+ top-shelf books related to business management, and for 2014 if asked I would rate MAGIC: Five Keys to Unlock the Power of Employee Engagement by Tracy Maylett and Paul Warner among the top 5 for its contribution to improving management effectiveness. MAGIC masterfully cuts through a noisy marketplace of promotional myth and misinformation about employee engagement, providing the reader with a deep and accurate understanding of what employee engagement really is (and isn't) and how management can achieve more of it. It’s estimated that companies now spend $1B annually on surveys, consulting advice and assortment of fixes that, as anyone who deeply understands human nature would agree, have no hope of increasing employee engagement. I would be surprised if after reading this book any senior manager serious about improving employee engagement still follows this herd. MAGIC is written in a clear, conversational style and is easy to digest. The current confusion in the marketplace isn’t that employee engagement is too complicated to understand; it’s that the more popular solutions were originally based on an incomplete understanding of workplace behavior. When Maylett and Warner lay out the full story, most readers will immediately relate to the explanation, see how today’s best practice initiatives have no hope of succeeding, and see clearly what can and should be done to measurably increase employee engagement. The authors have organized MAGIC so readers can easily find what they need: Part 1 of the book explains what employee engagement really is and how it works. Chapter 1 reveals the myths and misinformation that fuel the ineffectiveness of current best-practice initiatives to improve employee engagement. Chapter 2 explains how and why the “magic” or underlying human nature that arouses engagement is so powerful. Part 2 provides a deep yet actionable understanding of the five aspects of human nature that arouse employee engagement. Chapter 3, Meaning, details how and why having a sense of purpose, regardless of the actual work, is so powerful for people. Chapter 4, Autonomy, details how and why enabling people to perform discretionary work however they work best not only yields their best work, it also maximizes their economic productivity. Chapter 5, Growth, details how and why a challenge that interests people awakens and develops their undiscovered potential to achieve more and to create even greater economic value. Chapter 6, Impact, details how and why people crave the need to make a difference or at least make progress toward a significant objective. Chapter 7, Connection, details how and why people need to feel that they are a part of something larger, to which they belong and in which they are in touch with others. Part 3 of the book explains how to “grow” engagement across an organization. Chapter 8 explains that engagement is a personal choice of each employee, and that making this choice creates a win for the employee, their coworkers and manager, and organization as a whole. Chapter 9 explains that employees are more far more likely to be engaged when managers are engaged, so remediation best begins with management. Chapter 10 explains that organizations of engaged employees and managers perform at higher levels and closer to their full potential, and they are easier and take less time to manage.