Oisin Hanrahan is the CEO of Angi, the parent company of Angie’s List, HomeAdvisor, and Handy. He is actually the co-founder and former CEO of Handy before it was acquired by Angi, and now he leads the $8 billion company with around 5,000 employees. When he was just 19 years old he founded a real estate company in Budapest and ran that for 6 years. Later on he came to the US and attended Harvard Business School, but he and his Handy co-founder both dropped out to launch the business in 2012. Oisin truly enjoys the CEO role. As he shares, “I relish the opportunity to set the culture, to set the values, to really think about how we're recruiting people, how we're rewarding them, how we're recognizing them. And I think that that's something that I really enjoy, you know, it's something that I really like to get into.” And he wants everyone on his team to love their job as much as he loves his. Oisin has a bi-weekly meeting with new team members and during the meeting he sits down with them and he talks about the mission of the company and gives some updates as to what’s going on, but in the meeting he also makes it a point to ask everyone a question--do you like what you’re doing? Oisin himself answers the question, to lead by example, and he is open and transparent with his team. And he shares with them that of course, not every minute of every day is going to be perfect or make you smile, but the important thing is that the vast majority of your time you are doing something that you enjoy and that you look forward to. Oisin truly believes that one of the biggest responsibilities of the CEO role is to create an organization and a place to work where people are excited to come in and do their job. It’s so important to find the right people for the right roles so that everyone is in the best position to truly love their job. Oisin’s view of the overall state of employee engagement Of course it is important for people to want to come to work and to get joy from what they do, but the truth is there are a lot of employees around the world who are unhappy with work, they don’t feel engaged, they dread going into the office. When asked his opinion on the overall state of employee engagement, Oisin shared three areas where organizations tend to fall short and how focusing on these three areas can drastically improve employee engagement. First of all organizations have to be mission driven. Employees today want to know that the work they are doing is meaningful, and it’s hard for organizations that are not mission driven to be successful in the current recruiting environment. People have to believe that they are coming in every day and doing something broadly good--whether it’s something that is helping the environment or something that is helping people in impoverished areas around the world or something that is helping their own community thrive--they want to know the meaning behind what they are doing. The second area that organizations tend to fail at is recognizing, rewarding, and respecting people. Your people want to receive credit and praise for the great work they are doing. They want to feel that they are adequately paid for their role and that they are able to provide for their family. They want to know they are respected, that they are seen, and that they are not just a number. And third, employees want to know they are surrounded by a great group of coworkers that they enjoy working with and who they get along with well. And this will be different for every person. Some individuals want to be pushed hard, they have incredible ambitions that they want to achieve, they don’t want to settle for average. These types of people enjoy being surrounded by coworkers who will challenge them every single day. They want to be around people who are striving for the best at all times and who will be a bit competitive. While other individuals want a less challenging atmosphere and a place where people get along well and work harmoniously w