If we look at the article from the other perspective, from that of being a manager, what are you doing to encourage and support your employees to 'get it done'?

Do you provide realistic timelines and goals or do you assign deadlines without an understanding of what it will actually take to accomplish the task?

Do you provide the employee with the resources they need or do you make them ask for them?

When the employee comes to you with obstacles, do you encourage them to provide you with possible solutions and discuss them together or do you tell them 'you figure it out, just get it done'?

Are you willing to provide training and resources to expand the employee's skillsets to meet the needs of the task or do you expect them to learn it osmotically?

Many times in our industry, the person who "get's it done" in an organization is the guy who gets no support from his manager and 'grinds it out', solves problems by sheer force of will and blind intuition without adequate training, realistic timelines and adequate resources. These employees don't last. They'll either burn out or they'll move on to an environment where their efforts are appreciated and supported.

It's a great thing to have an employee who "get's it done" but make sure you're the type of manager that encourages and rewards that behavior, not just the one who gives it lip service.