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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Video Blog: Employee Engagement – Different Types of Engagement

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

Welcome to the second of a series of videos on Employee Engagement, Culture, and the Best Practices on each of the key drivers of engagement. This video unveils how many working people fall into two categories of engagement, that being Actively Engaged, and Neither Engaged or Disengaged. It also clearly defines these two buckets of engagement and discusses the Key Driver Analysis that was conducted to determine the most impactful drivers of employee engagement, which will take your organization to the next level.

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Video Blog: Employee Engagement – Building A Magnetic Culture

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


Welcome to the first of a series of videos on Employee Engagement, Culture, and the Best Practices on each of the key drivers of engagement. This video helps define employee engagement, addresses where the ownership should be for engagement, explores the importance of engagement, and outlines some of the most meaningful outcomes that come with building a culture of engagement. This video and the rest of the series will no doubt help you and your team take your organization to the next level.

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The Best Bosses Say These 9 Things

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

Employee engagement is always greatly heightened by excellent communication.  That’s why the most tremendous bosses use these 9 statements on a regular, and in some cases, daily basis.  Start using these phrases regularly and watch your success as a manager take flight:

  1. “Thank you.”

As discovered when we did the key driver statistical research for my New York Times Best Seller, recognition is the number one driver of employee engagement.  Furthermore, Millennials crave feedback and recognition.  Make sure your recognition efforts are both consistent and meaningful.  Your team members will really appreciate it.

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5 Key Human Resources Predictions For 2017

2017-predictionsThis guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement.

In preparation for my upcoming keynote speeches in 2017, I spent a great deal of time this January researching the most prominent trends occurring, and burgeoning, in the Human Resources sector.  As a direct outgrowth of this research, I thought it would be valuable to share the most likely continued trends and predictions in Human Resources for 2017.  Here are the top five, in order of magnitude and strength:

  1. Culture and Employee Engagement Will Continue to be the Top Priorities for Most Organizations

The continued challenges with talent attraction and retention will keep Culture and Employee Engagement front and center, as highlighted previously by the premier research studies conducted by the SHRM & Deloitte in 2016.

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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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7 Telltale Signs You Hired the Wrong Employee

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

According to a 2016 survey by CareerBuilder, more than half of American companies said a bad hiring decision had negatively impacted their business this year.  Many company leaders cited associated challenges such as lost revenue, poor productivity, lower employee morale, and strained client relations.   Furthermore, 27 percent said a single bad hire had cost them over $50,000.1 Needless to say, this is not only a critical mistake to building a world-class culture of employee engagement, but it also adversely affects revenue and profitability outcomes in a serious way.

So here are the 7 most glaring signs that you hired the wrong employee:

  1. They have trouble acclimating to a new environment.

Every workplace is different and learning new expectations and norms can be uncomfortable at first.  However, employees must be able to adapt to a new environment and respect leaders’ preferences and ways of working.

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