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Hundred Percenters: Challenge Your Employees to Give It Their All, and They'll Give You Even More Hardcover – October 19, 2009

4.7 out of 5 stars 20 customer reviews

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Editorial Reviews

From the Back Cover

Push employees to their full potential with “tough love” leadership!

“Provides the tools managers need to take ‘average’ employees and create a culture of accountable, fully engaged people. Managers will learn to recognize their leadership style and understand how they, too, can become Hundred Percenters.”
—Laura Christiansen, Vice President Human Resources, VTech Communications, Inc.

Right now, 77% of leaders believe their employees are not giving 100%. And they’re not far off in their assessment, because 72% of employees admit they’re not giving 100%. Plenty of people are doing fine work, getting by, and delivering products and services to customers. But disappointingly small minorities are coming in every day saying, “Let’s push the envelope, let’s be great, let’s do what nobody thought could be done.”

The truth is finally out: employees cannot be bribed or coddled into giving 100%. People become Hundred Percenters not because they had it easy, but because a leader cared enough to push them to new heights.

Hundred Percenters teaches new leadership practices to inspire employees to passionately give 100% every day. You will learn how to:

  • Set clear expectations
  • Deal swiftly with toxic employes
  • Eliminate demotivators
  • Focus employes on value-added work

About the Author

Mark Murphy is the founder and CEO of Leadership IQ, a top-rated provider of leadership training. He has trained personnel at Microsoft, IBM, MasterCard, Merck, and other companies. Murphy has been featured in such publications as Fortune, Forbes, BusinessWeek, and The Washington Post.

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Product Details

  • Hardcover: 240 pages
  • Publisher: McGraw-Hill; 1 edition (October 19, 2009)
  • Language: English
  • ISBN-10: 0071638946
  • ISBN-13: 978-0071638944
  • Product Dimensions: 6.3 x 0.9 x 9.2 inches
  • Shipping Weight: 14.4 ounces
  • Average Customer Review: 4.7 out of 5 stars  See all reviews (20 customer reviews)
  • Amazon Best Sellers Rank: #827,283 in Books (See Top 100 in Books)

More About the Author

An expert in aligning goals and people to create thriving organizations, Mark leads one of the world's largest studies on leadership and employee engagement.

Mark's award-winning work has been featured numerous times in publications including The Wall St. Journal, Fortune, Forbes, Bloomberg BusinessWeek and the Washington Post. His media appearances include CBS News Sunday Morning, ABC's 20/20, Fox Business News and NPR. Mark has lectured at Harvard Business School, Yale University, University of Rochester and University of Florida.

Mark is the author of five books including the McGraw-Hill international bestsellers, Hundred Percenters: Challenge Your People to Give It Their All and They'll Give You Even More and Hard Goals. Mark's most recent book, Hiring for Attitude, reflects the team's latest research and insight into how hiring decisions can align with engagement goals and culture characteristics.

Leadership IQ's turnaround, culture change, and performance enhancement through employee engagement work has been recognized in a diverse set of industries including healthcare, financial services, energy, manufacturing, logistics, and hospitality. From his roots as a turnaround specialist, Mark created Leadership IQ to address problems in performance before they hit the bottom line.

Customer Reviews

Top Customer Reviews

Format: Hardcover
This is my first book review, but I believe that "Hundred Percenters" provides managers and leadership with such powerful--and timely--information that it was worth taking my time to submit a review.

CIO Insight Magazine named this book a "Must Read for Fall." And they were right on. I've never see a leadership book filled with so many brilliant discoveries about leadership.

You'll learn about the Stages of Accountability, and how to manage people in Denial, Blame, Excuses or Anxiety. There's an entire chapter on the science of goal setting, and creating the kind of goals that have inspired the world's greatest performers to achieve such extraordinary results. SMART Goals can seem pretty DUMB after you read the research in the book. And I've seen it work: If you follow Murphy's goal-setting approach, your employees will blow you away with their achievements.

You'll learn what motivates and demotivates every personality type in your company. The "Shoves & Tugs" conversation they describe to motivate people is pure genius. Learning about Talented Terrors was a real eye-opener (those people with brilliant skills but a terrible attitude). I can now see their destructive impact and I'm a lot more comfortable having a specific script to manage them. I was blown away by the science of conducting Employee Engagement Surveys, and why, for example, you should never use a 5 point scale for your surveys. Or why you should never ask employees if they're satisfied.

Literally every chapter is filled with research and specific techniques that will blow you away. This is a revolutionary book that will forever change how you think about leadership.
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Format: Hardcover Verified Purchase
If I had a dollar for every unachieved SMART goal I've seen quietly swept under the rug, well, let's just say I could buy far more than a leadership book. But boy am I glad I bought and read this book.

I finally understand why SMART goals leave me cold--- they're uninspiring. Ok, so specific and measurable I can buy- that's common sense. However, also true to their name, SMART goals are achievable and realistic, two factors that fail to light the needed fire under my ass (or anyone else's that I know of) to go above and beyond.

For overachievers like me, SMART goals are simply boring, but even worse, for low performers SMART goals are a dream. They are the perfect excuse to give no more than the status quo demands while looking like you're giving it your all.

By the time I finished Chapter One of Hundred Percenters, I not only had justification of my long held suspicion that SMART goals are not all that smart, I also knew what to use in their place--- HARD goals: Heartfelt, Animated, Required and best of all, Difficult. HARD goals inspire and push everyone involved to give way more than the status quo. So your top performers, who want to achieve the impossible, are the ones who are now living the dream, while your low performers are left to make a choice--- become a Hundred Percenter or be revealed for the slackers they really are.

Do HARD goals work? Well, as I look back on my life, every great achievement I've ever had sure seems to follow this approach. And I've never seen any truly exceptional achievement (business, science, arts, sports, whatever) that didn't follow this. I only wish I had made every goal in my life HARD.

I assigned my first HARD goal today for my team.
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Format: Hardcover
Most employees don't feel too thrilled with work; in fact, some hate their jobs so much, they're actually going out of their way to disrupt the productivity of their fellow employees. At least one out of ten employees fall into that category; chances are, they were driven to this state of total negativity by a boss who's clueless with the nuances of employee engagement. Either they're too harsh on their people, or they're too placating.

According to Mark Murphy, the ideal boss knows how to get 100% effort out of their employees by understanding what motivates them; they don't want the easy way out. They want to be challenged, to perform at superior levels and they want to feel as though their efforts are going to be beneficial for their careers. In other words, they need to feel as though they're valuable members of the organization.

The management skills necessary to make all this good stuff happen are not overly complex; in fact, they're really simple. However, as we've seen in so many organizations that comprise the shaky landscape of corporate America, getting management to understand these principles is anything but "easy". Therein lies the challenge.

Throughout the pages of this fine book, are examples of mistakes managers typically make in dealing with employee relations. Murphy then offers realistic suggestions to produce a favorable outcome. It's great stuff.

Employee motivational expert Paul Herr (
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