The 5 Employee Engagement Warning Signs

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

How confident are you that your employees are staying engaged?  Here are five of the most common signs that employee engagement is waning:

  1. Productivity suffers. Engaged employees are all about going the extra mile and putting in extra effort.  Employees who are not engaged are all about doing the absolute minimum.  How are you measuring employee productivity and its close parallel to employee engagement?
  1. Higher absenteeism. Companies with less engagement have employees take more sick time.  In fact, one study by HR Zone concluded that companies with the lowest level (bottom 10%) of engagement, experience 2.3 times more absenteeism than those with average levels of engagement.1

  1. Quality suffers. As disengagement spreads, you will start to see sloppiness creep into your employees’ work.  Mistakes are made and customer complaints rise.  This is one more reason to regularly survey your customers about the product quality and service they receive.
  1. Employees disconnect socially from their coworkers. Employees who become disengaged tend to withdraw from their coworkers.  For instance, they are less likely to join them for lunch or attend team meetings.  Employee isolation is definitely a warning sign.
  1. Workplace accidents increase. Engaged employees are safety compliant, disengaged employees are not.  How are you measuring your safety compliance and safety outcomes?  Are you tying them back to engagement levels?

Keep an eye on these five metrics to ensure your employees stay productive.


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

Kevin Sheridan is an Internationally-recognized Key-Note Speaker, a New York Times Best Selling Author, and one of the most sought-after voices in the world on the topic of employee engagement.   He spent thirty years as a high-level Human Capital Management consultant, helping some of the world’s largest corporations rebuild a culture that fosters productive engagement, earning him several distinctive awards and honors. Kevin’s premier creation, PEER®, has been consistently recognized as a long- overdue, industry-changing innovation in the field of Employee Engagement.  His book, “Building a Magnetic Culture,” made six of the best seller lists including The New York Times, Wall Street Journal, and USA Today.  He is also the author of The Virtual Manager, which explores how to most effectively manage remote workers. 

Kevin received a Master of Business Administration from the Harvard Business School in 1988, concentrating his degree in Strategy, Human Resources Management, and Organizational Behavior.  He is also a serial entrepreneur, having founded and sold three different companies. Kevin can be reached via email at, on LinkedIn at and on twitter @kevinsheridan12. His webpage is

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