The Thief of Workplace Productivity

This guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement.

People laughing sitting office desk laptop colleagues fun jokeWhen asked about the single greatest detractor of workplace productivity, most employees, and especially managers, will incorrectly cite workplace meetings or meeting mismanagement.  While it is certainly true that a great amount of productivity is lost to these things, the real answer is workplace interruptions, especially given the push to open-office floor plans.  While this design trend was intended to facilitate more communication and collaboration, it no doubt carried an unintended downside.  The lower cubicle walls, communal snack bars and break rooms, and removal of office doors bring heightened interruptions, as well as concerns over keeping information confidential.  A study by the University of California Irvine found that employees who work in open floor plans have 29% more interruptions than employees in offices.

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The Working Dead: The Middle Category of Employee Engagement

This guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement.

Brought to you in partnership with the Association for Talent and Development, this video blog describes the largest of the three categories of employee engagement. Fully 60% of all workers fall into this category of ambivalence. Often called “The Working Dead” or the “Quit and Stay Employee,” these workers cost organizations the most money in lost productivity and profits. Want to know the three most effective solutions on how to re-engage them and make more money? Check out this video.

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The Thief of Workplace Productivity

This guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement.workplace productivity

When asked about the single greatest detractor of workplace productivity, most employees, and especially managers, will incorrectly cite workplace meetings or meeting mismanagement. While it is certainly true that a great amount of productivity is lost to these things, the real answer is workplace interruptions, especially given the push to open-office floor plans. While this design trend was intended to facilitate more communication and collaboration, it no doubt carried an unintended downside. The lower cubicle walls, communal snack bars and break rooms, and removal of office doors bring heightened interruptions, as well as concerns over keeping information confidential. A study by the University of California Irvine found that employees who work in open floor plans have 29% more interruptions than employees in offices.

Multiple research studies have found that interruptions have a negative effect on employee engagement, job satisfaction, stress levels, and job performance, ultimately resulting in lower productivity and increased absenteeism. These adverse effects of interruptions cost an estimated $588 billion a year in the US, according to Basex Research. One of the biggest contributors to this staggering cost is the fact that after an interruption, it takes an average of 25 minutes for the employee to get back to the task at hand.1

While some of the workday interruptions are from external sources such as coworkers, emails, a telephone ring, texts, and social media, shockingly, 44% of the interruptions occur when we interrupt ourselves, which seems both ironic and counterintuitive.2

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Bad Boss/Best Boss

BadBossBestBoss
This guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement.


There is a reason Hollywood produced a movie called Horrible Bosses, as well as its sequel. Listen in on conversations at a happy hour on any given Friday, and you will hear all about them. Bad bosses can be found at every level of management, and they often display the same characteristics.

During nearly all of my leadership development workshops, after teaching how important the manager-employee relationship is to improving employee engagement, I challenge the participants to become someone’s “best boss.” We then explore the qualities of a best boss. However, it is just as valuable to consider the opposite. What traits do horrible bosses most often exhibit?

Before getting into the details of a best boss, let’s examine traits of bad bosses.

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Employee Engagement: The Actively Engaged Employee

This guest video blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement.

This video blog explores the most celebrated category of employee engagement: The  Actively Engaged Employee.  Specifically, it illuminates the most precious characteristics and outcomes created by Actively Engaged team members, which I cover in nearly all the keynote presentations and leadership workshops I give.  Have you fully harnessed the power of these special traits at your organization?  Find out.

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Employee Engagement: The Dividends

This guest video blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement.

This video illuminates the myriad dividends that come with building a culture of world-class employee engagement, not the least of which are great talent attraction, retention, creativity, innovation, productivity, customer service, and ethical behavior.  Is your organization reaping all of these benefits?  Find out.

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Video Blog: Employee Engagement – The Disengaged Employee

This guest video blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement.

This video blog explores the third category of employee engagement, that being the Actively Disengaged. Thirteen percent of the workforce is Actively Disengaged. Is there a successful solution to transform these workplace terrorists into productive and Actively Engaged members of your team? Find out.

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