Category: Benefits

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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How To Deliver Bad News At Work

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


You may work at one of the most positive workplaces in the world, but invariably, there will be times when you must deliver bad news at work to a team or a colleague.  We’ve all been there.  Probably the most visceral example of this is when you have to lay someone off.  Many of us have been the recipient.  Just in November 2016 alone, more than 26,000 workers were terminated.1

Certainly, it is never easy to deliver bad news to a colleague.  With that said, here are 3 useful tips for “softening the blow” to the colleague:

  1. Put yourself in their shoes.

When you become sensitive and show empathy to people, they feel you care about them and the position they find themselves in.  While many people deliver bad news wearing a full sheet of armor to protect themselves and their emotions, studies have shown it is much more effective to be personal and show emotion when delivering bad news.  Compared to managers who guard themselves from showing emotion, empathetic managers are much more likely to yield more positive outcomes.  The great outcomes include, but are not limited to: protecting the reputation of the organization, lowering the survivor guilt of remaining employees, and lessening the likelihood of post-layoff lawsuits and EEOC claims.

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The Jack Dorsey Productivity Secret That Enables Him to Run Two Companies At Once

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

Jack Dorsey was named CEO (again) of Twitter last week, and he’ll continue to hold the same title at pre-IPO Square.

How can Dorsey run two companies when most of us struggle to keep up with one job? What’s his secret to getting it all done?

I recently interviewed over 200 billionaires, millionaires and successful entrepreneurs for my new book, 15 Secrets Highly Successful People Know About Time Management, and one of the unique habits of many I interviewed was creating themes for different days of the week. In fact, this was so prevalent I listed it as Secret #12 in the book.

Dorsey himself explained his secret to being productive while working eight hours a day at each company, in a 2011 interview at Techonomy:

The way I found that works for me is I theme my days. On Monday, at both companies, I focus on management and running the company…Tuesday is focused on product. Wednesday is focused on marketing and communications and growth. Thursday is focused on developers and partnerships. Friday is focused on the company and the culture and recruiting. Saturday I take off, I hike. Sunday is reflection, feedback, strategy, and getting ready for the week.

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The Non-Negotiable List – 20 Red Flags For Interviews

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


nonnegotiableIf you ever interview job candidates, you need a Non-Negotiable List.  This list is used during the interview process to help identify “warning signs” that candidates aren’t a good fit for the organization or position.  When a candidate shows one of these warning signs, he or she is no longer considered as a potential hire.

We used a Non-Negotiable List quite effectively at my old company, curbing our turnover by over 90% in one year.  The genesis of the list were the many occasions where on the heels of a new employee not working out (fired or resigned), one of the interviewers would say something like “You know ,when I interviewed him/her I noticed he/she . . . (Fill in the blank with any of the items on the list below.)  When it comes to interviewing, trust your gut.

Here is a list of 20 sample non-negotiable traits and behaviors that should be red flags for most jobs. This list will help you start creating a list of your own, using warning signs for behaviors that clash with your company culture.

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And the Winner Is…

the winner isCongratulations to Tracey Russell of Atomic Energy of Canada! She is the winner of cfactor’s iPad® mini Giveaway.  Ms. Russell was one of several hundred people entered in the contest, which was conducted during the 2013 IHRIM Conference, June 3-5, 2013.

Thank you to everyone who stopped by the booth and entered to win. We had so many insightful conversations with delegates at the booth and were pleased to provide a sneak peek of the newly unveiled Virtual Day 1 product.

Special thanks to everyone who visited the cfactor Works booth at the conference. We’ll see you again at HR Tech in October!