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ENGAGEMENT MAGIC: Five Keys for Engaging People, Leaders, and Organizations
In this new edition, based on new research and double the survey data, ENGAGEMENT MAGIC provides you with an expert approach to increasing workplace engagement.
Discover how to engage employees (and yourself) more effectively.
Most leaders understand that engaged employees are passionate about their jobs and deliver better results, and most of us know what it’s like to either be engaged or disengaged in a workplace where we spend most of our waking hours. Yet, most don’t understand how engagement really works. Maylett introduces you to the five MAGIC keys of employee engagement—Meaning, Autonomy, Growth, Impact, and Connection—and discusses how leaders can help employees achieve higher levels of engagement, while engaging ourselves in the journey as well.
Learn tactics for increasing engagement at all levels of your organization.
Based on the most extensive employee engagement survey database of its kind, ENGAGEMENT MAGIC incorporates organizational research with updated case studies, stories, and examples to present you with practical solutions for creating an extraordinary employee experience. In addition, Maylett provides a self-assessment, thought-provoking questions, and specific applications for individuals, managers, and organizations.
Benefit from a psychological approach to fundamental business concepts.
Based on data from over 32 million employee survey responses across 70 countries, ENGAGEMENT MAGIC combines principles of psychology and human motivation with solid business concepts, providing actionable advice for reducing attrition, encouraging initiative, and driving profitable growth at your organization.
Discover how to engage employees (and yourself) more effectively.
Most leaders understand that engaged employees are passionate about their jobs and deliver better results, and most of us know what it’s like to either be engaged or disengaged in a workplace where we spend most of our waking hours. Yet, most don’t understand how engagement really works. Maylett introduces you to the five MAGIC keys of employee engagement—Meaning, Autonomy, Growth, Impact, and Connection—and discusses how leaders can help employees achieve higher levels of engagement, while engaging ourselves in the journey as well.
Learn tactics for increasing engagement at all levels of your organization.
Based on the most extensive employee engagement survey database of its kind, ENGAGEMENT MAGIC incorporates organizational research with updated case studies, stories, and examples to present you with practical solutions for creating an extraordinary employee experience. In addition, Maylett provides a self-assessment, thought-provoking questions, and specific applications for individuals, managers, and organizations.
Benefit from a psychological approach to fundamental business concepts.
Based on data from over 32 million employee survey responses across 70 countries, ENGAGEMENT MAGIC combines principles of psychology and human motivation with solid business concepts, providing actionable advice for reducing attrition, encouraging initiative, and driving profitable growth at your organization.
342 pages, Kindle Edition
First published January 8, 2019
65 people are currently reading
756 people want to read
About the author
Tracy Maylett
8 books19 followersTracy M. Maylett is the CEO of DecisionWise, an international consulting firm advising leaders in more than 70 countries in employee engagement, leadership, and organization development.
Dr. Maylett works regularly with executives across the globe on leadership and engagement. He has an MBA from Brigham Young University, and holds a doctorate in Organization Change from Pepperdine University. He currently teaches courses in leadership and organization behavior in the Marriott School of Management at Brigham Young University.
Tracy's work has been published in numerous academic and business articles, and his work on engagement and leadership have been cited by various business sources, including The Wall Street Journal and CNN.
Tracy lives in the beautiful mountains of Utah with his wife, Lindy, and 4 sons.
Dr. Maylett works regularly with executives across the globe on leadership and engagement. He has an MBA from Brigham Young University, and holds a doctorate in Organization Change from Pepperdine University. He currently teaches courses in leadership and organization behavior in the Marriott School of Management at Brigham Young University.
Tracy's work has been published in numerous academic and business articles, and his work on engagement and leadership have been cited by various business sources, including The Wall Street Journal and CNN.
Tracy lives in the beautiful mountains of Utah with his wife, Lindy, and 4 sons.
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Displaying 1 - 30 of 54 reviews
April 18, 2024
Engagement Magic introduced me to the field of organizational behaviors. Before reading it, I hadn't realized how much strategy is required to help the employees of an organization engage. Tracy Maylett knows how to convey memorable stories and acronyms to get his message across. If you are interested in how to be more engaged in the work you do, this book is for you!
April 15, 2024
"Engagement Magic: Five Keys for Engaging People, Leaders, and Organizations" delivers an invaluable guide to employee engagement, grounded in both research and real-world application. The "MAGIC" framework—Meaning, Autonomy, Growth, Impact, and Connection—provides a memorable and actionable approach for leaders looking to foster a highly engaged workforce.
I was required to read this book as part of an HR class, but found it enjoyable. My teacher, Tracy Maylett, skillfully combines empirical data with practical strategies, making his advice applicable to leaders at all organizational levels. Each chapter offers clear, actionable steps that can be implemented immediately, ensuring that the strategies are not only insightful but also practical for long-term engagement.
The book's writing is engaging and accessible, filled with relatable anecdotes and case studies that not only illustrate key points but also make the read enjoyable. This comprehensive approach not only targets how leaders can engage their teams but also emphasizes the importance of leaders cultivating their own engagement, promoting a holistic culture of engagement throughout the organization.
Overall, "Engagement Magic" is a must-read for those committed to creating a vibrant, motivated, and committed workplace. It’s a valuable resource that promises to transform organizational culture and enhance employee engagement at every level.
I was required to read this book as part of an HR class, but found it enjoyable. My teacher, Tracy Maylett, skillfully combines empirical data with practical strategies, making his advice applicable to leaders at all organizational levels. Each chapter offers clear, actionable steps that can be implemented immediately, ensuring that the strategies are not only insightful but also practical for long-term engagement.
The book's writing is engaging and accessible, filled with relatable anecdotes and case studies that not only illustrate key points but also make the read enjoyable. This comprehensive approach not only targets how leaders can engage their teams but also emphasizes the importance of leaders cultivating their own engagement, promoting a holistic culture of engagement throughout the organization.
Overall, "Engagement Magic" is a must-read for those committed to creating a vibrant, motivated, and committed workplace. It’s a valuable resource that promises to transform organizational culture and enhance employee engagement at every level.
December 8, 2020
I thoroughly enjoyed Tracy Maylett’s Engagement Magic. I think this book is a great resource for CEO’s down to front-line employees. I view this book as a self-help book just as much as a management book. The Five Keys (Meaning, Autonomy, Growth, Impact, and Connection) can be used by the reader to improve both their personal and professional lives.
If you want to know one thing from this whole book, I would suggest it be this: “People engage with people, and they give more when they feel heard, empowered, and appreciated” (p 14). No amount of gifts, free lunch, bonuses, or “air hockey tables” will engage employees. There must be a managerial culture of engagement, of meaning, autonomy, growth, impact, and connection, to truly have engaged employees. I thought the book did a great job of showing what managers have done in many different organizations to engage their employees, none of which dealt with perks.
I do think the book could have used less stories and dug deeper into how to actually implement these keys. I do not think some of the chapters needed to be as long as they were. The chapter recaps were extremely helpful. If a reader was to just skim a chapter and then read the chapter recap, they would understand almost as much as someone who read the whole chapter word for word.
If you want to know one thing from this whole book, I would suggest it be this: “People engage with people, and they give more when they feel heard, empowered, and appreciated” (p 14). No amount of gifts, free lunch, bonuses, or “air hockey tables” will engage employees. There must be a managerial culture of engagement, of meaning, autonomy, growth, impact, and connection, to truly have engaged employees. I thought the book did a great job of showing what managers have done in many different organizations to engage their employees, none of which dealt with perks.
I do think the book could have used less stories and dug deeper into how to actually implement these keys. I do not think some of the chapters needed to be as long as they were. The chapter recaps were extremely helpful. If a reader was to just skim a chapter and then read the chapter recap, they would understand almost as much as someone who read the whole chapter word for word.
December 10, 2020
Dr. Maylett illustrated three concepts that altered how I viewed employee engagement.
1. Employee engagement encompasses an investment of heart, spirit, mind, and hands. This approach gave me a better understanding of how to create meaning, autonomy, growth, impact, and connection in a workplace, and why it is important.
2. The employee experience equals the customer experience (EX = CX). Many organizations focus heavily on the customer experience without realizing that the direct relationship between employee engagement and quality customer service. By devoting time and energy to enhancing the level of employee engagement, companies will see a natural improvement in how customers are treated, and how services are provided.
3. Engagement is divided 50/50 between employee and employer. This was eye opening to me, because I often attach the level of happiness or engagement to the individual rather than the company, believing that we are largely in control of our reaction to a situation. What Dr. Maylett illustrates, is the importance of the employers side of the contract. Employers are expected to create an environment that enables employees to develop professionally, where they can be committed and passionate about their work.
Overall, great read that provides helpful insights for all levels of employees and managers.
1. Employee engagement encompasses an investment of heart, spirit, mind, and hands. This approach gave me a better understanding of how to create meaning, autonomy, growth, impact, and connection in a workplace, and why it is important.
2. The employee experience equals the customer experience (EX = CX). Many organizations focus heavily on the customer experience without realizing that the direct relationship between employee engagement and quality customer service. By devoting time and energy to enhancing the level of employee engagement, companies will see a natural improvement in how customers are treated, and how services are provided.
3. Engagement is divided 50/50 between employee and employer. This was eye opening to me, because I often attach the level of happiness or engagement to the individual rather than the company, believing that we are largely in control of our reaction to a situation. What Dr. Maylett illustrates, is the importance of the employers side of the contract. Employers are expected to create an environment that enables employees to develop professionally, where they can be committed and passionate about their work.
Overall, great read that provides helpful insights for all levels of employees and managers.
March 4, 2019
This was a very informative book about how to motivate and help employees find their ideal niche in your company. It gives good questions and tells you how to help employees enjoy working for you. It gave good examples and was in a great order.
That being said, I did not like the amount of information you had to look up on your own. I felt that maybe if the author could've gotten permission to re-print some of the information the reading would have gone easier and a lot faster.
It is very important to pull employees into their jobs and keep them happy especially these days when there are so many different types of jobs out there that give a wider range of responsibilities. Not everyone is trained in only one area. Many people are trained in more than one area and if an employer doesn't tap into everything an employee has to give they may be short changing themselves.
I feel that keeping employees happy is key to keeping employees. This cuts down on the high cost of training, interviewing, and high turnovers. The deadliest things a company can face.
I believe that this book gives many, many key opportunities for an employer to learn from the mistakes of others and get a great set of employees and to keep them involved and happier in their jobs.
That being said, I did not like the amount of information you had to look up on your own. I felt that maybe if the author could've gotten permission to re-print some of the information the reading would have gone easier and a lot faster.
It is very important to pull employees into their jobs and keep them happy especially these days when there are so many different types of jobs out there that give a wider range of responsibilities. Not everyone is trained in only one area. Many people are trained in more than one area and if an employer doesn't tap into everything an employee has to give they may be short changing themselves.
I feel that keeping employees happy is key to keeping employees. This cuts down on the high cost of training, interviewing, and high turnovers. The deadliest things a company can face.
I believe that this book gives many, many key opportunities for an employer to learn from the mistakes of others and get a great set of employees and to keep them involved and happier in their jobs.
April 1, 2019
I read this book and liked it! The more I read it the more I liked it. As a business owner myself, at first, I was actually a little disappointed with the content, feeling like it was a little generic and summarized, and I found myself wishing it would go into a little more detail. However, as I continued reading the book I found some good nuggets and found strength in the simplicity of the style. It's certainly built to instill good principles in your mind and not overwhelm you with a bunch of complicated terms or difficult-to-understand ideas. Again, at first this approach was a little underwhelming but I came to like it as it went along.
I guess my favorite part of the book is the Engagement model itself, which forms the acronym "MAGIC". Standing for Meaning, Autonomy, Growth, Impact, and Connection, these keys provide a road map of sorts to more engaged more passionate members of an organization.
Overall, really good read and a good way to become more aware about how to treat those around you in the workplace as a leader.
I guess my favorite part of the book is the Engagement model itself, which forms the acronym "MAGIC". Standing for Meaning, Autonomy, Growth, Impact, and Connection, these keys provide a road map of sorts to more engaged more passionate members of an organization.
Overall, really good read and a good way to become more aware about how to treat those around you in the workplace as a leader.
March 27, 2020
The facts and data in this book were very interesting and presented in a pretty easy to understand way. However, I felt like sometimes the facts were just presented and then more facts were presented and sometimes I couldn't tell exactly how that related to the chapter we were reading. The chapters also felt a little long, like the same points were just being drilled in over and over again. But the arguments he makes are good and insightful and definitely changed the way that I look at engagement.
One concept from the book that really stood out to me was the 50-50 split between the company and the employee. The company can do everything they can to engage employees, but it will not work unless the employees come to work and choose to be engaged. Contrary to some opinions however, most people come to work and want to engage, but sometimes that environment that is suitable for engagement just isn't there. It really made me think about if I was the type of employee that would choose to engage in an organization or if I was the type that would be difficult.
One concept from the book that really stood out to me was the 50-50 split between the company and the employee. The company can do everything they can to engage employees, but it will not work unless the employees come to work and choose to be engaged. Contrary to some opinions however, most people come to work and want to engage, but sometimes that environment that is suitable for engagement just isn't there. It really made me think about if I was the type of employee that would choose to engage in an organization or if I was the type that would be difficult.
December 23, 2019
Thank you to Goodreads and the publisher for a free copy in exchange for an honest review.
As someone who works in employee relations, employee engagement is something that I'm always looking for new ways to increase. This book certainly helped me look at it in a new light. This is the first book I've read that acknowledges that employee engagement is not just company-driven, but also individually-driven, which I found to be a breath of fresh air.
I appreciated the explanation of MAGIC - meaning, autonomy, growth, impact, and connection - and examples given throughout the book. I also really enjoyed that this book spoke to the reader, both as an employee and a manager, about their own engagement. That isn't something I see done very often and I appreciated it here. I plan on buying a copy of this for my office to share with my colleagues, as there were excellent questions that managers can ask their teams and employees to help improve engagement.
As someone who works in employee relations, employee engagement is something that I'm always looking for new ways to increase. This book certainly helped me look at it in a new light. This is the first book I've read that acknowledges that employee engagement is not just company-driven, but also individually-driven, which I found to be a breath of fresh air.
I appreciated the explanation of MAGIC - meaning, autonomy, growth, impact, and connection - and examples given throughout the book. I also really enjoyed that this book spoke to the reader, both as an employee and a manager, about their own engagement. That isn't something I see done very often and I appreciated it here. I plan on buying a copy of this for my office to share with my colleagues, as there were excellent questions that managers can ask their teams and employees to help improve engagement.
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April 6, 2020I highly recommend this book! This book will inspire you to become more engaged not only in your workplace, but in every aspect of your life including school and home life. It is not only meant for business leaders or people in the workplace, although that is who it is intended for. Anyone and everyone can benefit from the principles outlined in this book. I realize now that I did not understand what it meant to really be "engaged" before having read this book.
Maylett outlines key principles clearly and simply through real life examples, which helps solidify each key concept. MAGIC stands for Meaning, Autonomy, Growth, Impact, and Connection. I feel that I am better able to be engaged in all aspects of my life after having read and applied the principles in this book. I recommend it to all who are searching to do the same.
Maylett outlines key principles clearly and simply through real life examples, which helps solidify each key concept. MAGIC stands for Meaning, Autonomy, Growth, Impact, and Connection. I feel that I am better able to be engaged in all aspects of my life after having read and applied the principles in this book. I recommend it to all who are searching to do the same.
April 16, 2019
Engagement Magic is a humorous take on a dry subject. Written by Ed.D. Tracy Maylett, the book covers ways to improve employee engagement through the acronym MAGIC. As the book moves through the five categories of MAGIC it offers clever insights as well as dispelling myths about engagement based on recent research. Most interesting to me was its discussion on what engagement is. Most managers don’t know how to create engagement, but if they learn they will be able to yield tangible benefits. The book defines engagement as an emotional state in which employees are passionate about their works so they invest themselves in the job completely. Engagement Magic provides managers and employees with the steps to create an action plan that will increase their engagement at work.
April 15, 2020
I loved this book! Tracy Maylett really knows his stuff when it comes to organizations and getting employees motivated. I really loved this book and had been looking for a book about motivating and how to help people get motivated. I teach missionaries and that is one of the hardest things to do is to help them stay motivated! I really love the part about connection in the book. I never realized that I large part of our motivation to engage in what we do could be greatly determined by our connections with others. I'm the kind of person that likes to do everything on my own, but I realize now that I can have far more meaning and motivation in my work if I am connected to other people as well.
April 4, 2024
Engagement Magic is one of those books you think, "I know I should read it, but will I actually like it?"
I can say yes. I have read many psychology books about groups, organizations, and human behavior, and this one is good. Maylett dives into many essential topics about both how to be a good leader, and how to be an effective team member. My one gripe with the book is that there are many times where I wish he'd go further and explore a psychological root for some of these behaviors. There were many times I'd be very interested in a topic, and it would just wrap up. As an overview, it does a great job. It is pretty short, so it's understandable that there is no room to delve deeply on some subjects. Overall - a 4/5.
I can say yes. I have read many psychology books about groups, organizations, and human behavior, and this one is good. Maylett dives into many essential topics about both how to be a good leader, and how to be an effective team member. My one gripe with the book is that there are many times where I wish he'd go further and explore a psychological root for some of these behaviors. There were many times I'd be very interested in a topic, and it would just wrap up. As an overview, it does a great job. It is pretty short, so it's understandable that there is no room to delve deeply on some subjects. Overall - a 4/5.
April 16, 2019
This book was very informative. It was interesting how it incorporated so many different aspects of how to run a successful business an how to really be engaged! Not talking about marriage. There were so many different ways that it explained engagement from employees to managers to CEOs etc. It was awesome and really kept me engaged throughout the whole thing. Overall, I feel like it was a read that I would recommend to someone else but wouldn't want to pick up off the shelf again for good old times sake. I feel as if it was a good read also for leadership and had key points that I liked that I noted to become and develop into a better leader.
November 30, 2020
I absolutely loved this book. The biggest reason I loved the book is I felt that it gave just the right amount of detail. Sometimes in books I find that they are beating a topic into your head that I have already received the message, it's pointless to keep diving into that topic. This book gives just the right amount of detail, facts, story telling and relevant information.
I loved how Tracy talked about the idea of engagement improving profits. As the author discussed, a positive employee experience creates a positive customer experience. If you are investing in your employees engagement levels, your customers will end up having a positive experience as well.
I loved how Tracy talked about the idea of engagement improving profits. As the author discussed, a positive employee experience creates a positive customer experience. If you are investing in your employees engagement levels, your customers will end up having a positive experience as well.
April 10, 2021
The book shared many examples and ideas on how we and an organization can be more engaged. Among the principles of engagement that stuck out to me was the importance of both the organization and the individual in creating an engaging environment. It is essentially a 50/50 split in order to create engagement. The organization has an important role in creating a positive environment and placing the individual in a position to succeed. The employees also have the responsibility to do their part and engage with the organization. Through working hard, sharing ideas, and finding meaning, this can happen.
April 12, 2021
I thought it was a very informative read. I thought the points that Tracy Maylett expressed were very applicable to the workplace on how managers and employees can be engaged and work in today's workplace through the Magic (Meaning, Autonomy, Growth, Impact, and Connection).
I agree with Maylett that engagement is a human need, and unlocking it will bring success to the company. I do suggest this book for organizations who feel they need more engagement from their employees and how they can help to do so. It all starts with employees because they are the foundation of an organization. Once they are engaged, success will follow.
I agree with Maylett that engagement is a human need, and unlocking it will bring success to the company. I do suggest this book for organizations who feel they need more engagement from their employees and how they can help to do so. It all starts with employees because they are the foundation of an organization. Once they are engaged, success will follow.
April 8, 2024
This book was a nice refresher to read as it focuses on the Meaning, Autonomy, Growth, Impact, and Connection of any organization. This book can be applied to anyone within any organization.
I learned that you as in individuals within an organization always engage on some type of level. Using this book to help understand where you are in your level of engagement, why that reason may be, and what you can work on to improve your engagement if desired is a great tool for reflection. You can find yourself relating to various parts of the book. I enjoyed reading it as I learned what type of employee I am in certain environments.
I learned that you as in individuals within an organization always engage on some type of level. Using this book to help understand where you are in your level of engagement, why that reason may be, and what you can work on to improve your engagement if desired is a great tool for reflection. You can find yourself relating to various parts of the book. I enjoyed reading it as I learned what type of employee I am in certain environments.
February 16, 2019
I agreed with other reviewers that in the early sections, the content seemed a bit rehashed, but as I got deeper into the book, I found intriguing and useful examples (Kimpton moments - brilliant) and tips for middle managers like myself. The message that engagement is a partnership, so I am responsible, but not solely responsible for my employees' engagement doesn't come through in many of the (many) writings on the topic. I also found that some of the embedded references pointed me toward likely next reads.
I won the Kindle version in a Goodreads giveaway, and I'm glad I did!
I won the Kindle version in a Goodreads giveaway, and I'm glad I did!
April 14, 2020
With this book, Dr. Maylett created an easy-to-read, fascinating, instructive guide on how to really engage your employees. By focusing on the points Meaning, Autonomy, Growth, Impact, and Connection and sharing relevant, real-life stories, he helped me grasp an improved perspective on engagement in the business world. I found the self assessments fascinating and felt that they really opened my eyes to personal strengths and also potential areas of improvement. My goal is to now bring my whole heart, spirit, mind, and hands to the workplace!
November 23, 2020
I thought this book was really insightful. I am just a student, but I felt like I was able to understand a variety of different perspectives from reading this book. It also helped me to deeply think about the type of companies that I want to work for in the future and the type of questions that I should ask future interviewers about their companies. For example, "What does empowerment and autonomy look like in your company?"
As a side note, this is an easy read and has a lot of interesting stories to learn from. I would recommend this book to anyone.
As a side note, this is an easy read and has a lot of interesting stories to learn from. I would recommend this book to anyone.
December 8, 2020
Good book for understanding how organizations can more effectively engage their employees. It was well written and presents interesting ideas. For example the idea behind MAGIC and how leadership can better create meaning and engagement from employees by driving/improving employee impact, communication, and providing opportunities for growth and project or creative autonomy. However, I think it was a little one sided and I would have liked to see more secular or outside sources, opinions and research. I would recommend to those looking to learn more about the employee experience.
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March 24, 2021Engagement Magic was an eye-opening read for me as an employee and leader. While reading the book, and taking the training that comes with it I realized I was only 24% engaged which put me in the category of fully disengaged. I was able to identify exactly what was causing the disengagement. It was a very self-reflective read placing the share of engagement on both you and the organization. By reading this book it helped me set a plan in motion to become more engaged and also help my direct manager with engaging our team more.
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April 9, 2022Whether an employee, supervisor or business owner, this book is for you. It makes so many points throughout the book that make you stop and reflect on your own work experience. If you are wondering if the line of work you are in is for you, you can go through each of the points: in your job do you find meaning, autonomy, growth, impact, and connection. If we are able to find these aspects in our workplace, not only will we be satisfied at work, but we will be engaged in our work. And in this book, it is all about how engagement is truly the key and goal in each of our lives.
April 13, 2022
An effective guide to helping your organization of any kind engage it's employees. The first half of the book explains what it means to be engaged and why companies should seek to engage there employees. Then the second half breaks up engagement into 5 distinct elements, Meaning, Autonomy, Growth, Impact, and Connection. Gives thoughtful descriptions and useful examples of each one. I especially thought that Impact was relevant, as making sure that employees can see the direct results of their efforts and that they are making a difference I feel is very important but is often overlooked.
February 28, 2019
I thought this book offered a very useful and well researched model for evaluating personal and organizational employee engagement. I believe that the framework will also give me good ideas as to where to start with looking for solutions. The part I felt was lacking is that I would have liked to see more application for how you can make these changes systemically across an organization. There was some of this but as an HR professional I was hoping for a bit more.
March 21, 2019
Our department specializes in parent engagement in an education environment and we do engage parents quite well, however, we had a lot of turn over among staff that we couldn’t define. Through this book, we’ve come to realize that we also need to engage our staff much like we do the parents that we serve. I’ve shared this book with my direct supervisor and we will begin to use some of information moving forward.
April 3, 2019
With stories from well known companies, Dr. Maylett explains how 5 factors (Meaning, autonomy, growth, impact, and connection) contribute to employees being engaged in their work.
I have seen personally in my job how people are affected by these five factors. My perspective on leadership changed and I understand now that engagement is a personal competency. I can choose to become engaged. I also know better how to encourage others to be engaged.
I have seen personally in my job how people are affected by these five factors. My perspective on leadership changed and I understand now that engagement is a personal competency. I can choose to become engaged. I also know better how to encourage others to be engaged.
July 31, 2019
Solid read for a solid introduction into organizational behavior. The book uses dozens of examples, both real and hypothetical, to emphasize the foundations needed for full employee engagement. As I read, I saw not only things that my employer could do better to make my job feel more engaging, but rather the majority of the insights were things I could do better to find meaning, autonomy, growth, impact, and connection in my work environment.
December 10, 2020
I read this book for my HR Management class and really enjoyed it. I think Maylett covers a lot of material in a way that is conversational and easy to understand. You can tell that the book is really research-driven, which I appreciate.
I feel like the book helped me, a college student, understand what was most important to me in a career and informed my decision about where to work after I graduate next year. I'd recommend the book to managers and employees alike!
I feel like the book helped me, a college student, understand what was most important to me in a career and informed my decision about where to work after I graduate next year. I'd recommend the book to managers and employees alike!
March 27, 2023
I read this book as part of a Human Resources class at BYU. The book centers around the concept of engagement and lays out five important factors that help us to be engaged. As these types of books often are, I thought it was a bit wordy and longer than it needed to be, but the core principles of MAGIC were useful and helped me to see why I didn't always enjoy being a part of previous organizations. Worth a read if you find it hard to engage at work or in other important areas of your life.
Displaying 1 - 30 of 54 reviews