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the book & the blog by Rodd Wagner

The 12 New Rules for Managing Your Employees As If
They're Real People

“Mark Five to Survive!” Why Your Old-School Engagement Program Is Destroying Engagement


You could call the following a hypothetical situation. Except that it’s not.

It describes the dilemma faced by millions of employees every year who are not well supported on their jobs and are then faced with an old-school employee survey. Watch the video here or read the parallel written piece that follows, then ask yourself how often this happens at your company.

The best example I can give of what’s wrong with current employee engagement processes would be to imagine someone goes to work for a company. Let’s say he’s a good person. He’s a hard worker.

But let’s say that he falls into a situation where he does not have the world’s greatest manager – his manager largely ignores him, doesn’t take him to coffee, doesn’t talk to him often.

It might be an organization where there’s not a tremendous amount of transparency, where there’s a certain amount of fear, where there’s not much recognition or sense of accomplishment . . . you can go on down the list.

Now let’s say this organization decides that, “We’re going to do a survey. And we would like your honest opinion about how you feel in this job.”

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Widgets the Book

Widgets the Book

A leader’s blueprint. A manager’s guide. An employee’s benchmark.