- Talk about the company’s impact, not just its financial results. Shareholders care about performance, but employees are more often motivated by the impact their company has on the world.
- Reward inspirational leadership as much as effective task management. People who work for inspiring leaders are more committed, satisfied, and productive. Reward managers for raising people’s eyes to the horizon as much as you reward them for holding workers’ noses to the grindstone.
- Measure employee advocacy, not employee satisfaction. A worker who is just “satisfied” isn’t necessarily deeply committed. A better measure of engagement is whether an employee would recommend his workplace to a friend.