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Marinma Dorado

You have not understood anything if you say that engagement, passion and loyalty are different labels for the same thing. Did you even read the article? Why bother to do research and to explain something so carefully if you are not going to read it and you say the first thing that comes to your mind? The case for differentiating engagement and passion is the whole point of this article. Passionate people are on a mission to create positive impact not just "happy" at work. There is a world of difference. The distinction between scalable efficiency and scalable learning is of spectacular relevance. Thanks John Hagel for this incredible research and article.


Remarkable and inspiring post, John. Excited to read and share the full report!

Bill Fotsch

Engagement, Passion, Loyalty... Different labels for the same thing. The key is to empower employees to think and act like owners, driving and participating in the profitable growth of the company, and you will see engagement and profit growth. Industry leaders like Southwest Airlines, Capital One and BHP Billiton, (clients of mine), and hundreds of private companies treat their employees like trusted business partners, enabling them to make more money for their company and themselves. They consistently see both profits and engagement soar. This Forbes article provides more background: http://www.forbes.com/sites/fotschcase/2016/05/31/engage-your-employees-in-making-money/


At our group, we have worked on some performance tracking and employee community engagements. Gamification was something we looked into but found it wasn't very motivating at all so changed track.

Engagement has been a really hard thing to measure (even imperfectly). It seems like some combination of outcome performance and retention (or estimation of churn/attrition) is one model to use.

I wonder how this differs for passion. How might we balance the differences in personality (say introverts vs. extroverts), interest in communicating externally (blog posts were written), etc. to identify passionate people?

Maybe there isn't a good way to put a number on this and it really requires managers to look at qualitative discussions with their employees.

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