A Compelling Business Case for Employee Engagement Initiatives

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

Are you frustrated by trying to get your Finance people or other Senior Executives to understand the value of measuring and building Employee Engagement?  If so, you are not alone.  I’ve talked to thousands of managers and HR people who are at their wits end trying to justify the cost on such initiatives. Sometimes people in the Finance function are quick to question the cost of “that soft and fuzzy people stuff.” (I am allowed to say this because I spent a large part of my career in Finance).

The well-researched statistics below will give you great fodder for enlightening the naysayers and turning them into passionate believers in the value of Employee Engagement.

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What is stuck in your workplace?

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

Ever notice how progress in the workplace sometimes moves at a glacial speed or seems totally stuck? If yours is like most workplaces in the world, you have not only noticed this, but found it frustrating.

This blog promises to give you and your team a surefire way of getting things “unstuck” and back on track.  It was one of the great managers at the last company I owned and sold (HR Solutions), Joe Collins, who prompted us to examine this by suggesting that we have regular “What’s stuck?” meetings.  Brilliant.  His suggestion got us right out of the gate on getting these initiatives moving again.

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Benefits, Take the Wheel! Six Ways Your Benefits Can Drive Employee Engagement (and Retention)

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

Ever feel like your company is in a high-speed chase towards the elusive goal of employee engagement?  Take a wrong turn and your competitors will beat you (and lure your top talent away).  Go too slow and your employees will be bored, unhappy, and unproductive at work. So what’s a savvy benefits pro to do?  Turns out, putting the pedal to the metal on your benefits communication strategy can help keep employees engaged and happy at work so they stick around longer.

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The 7 Deadly Sins of Managers: What They Do to Make Good Employees Quit

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

We have all witnessed it.  Some really well-liked, productive employee suddenly tenders his or her resignation, or maybe just doesn’t show up for work one day.  The workplace quickly becomes abuzz with rumors of why the person quit.  If the rumors are accurate then the reason most often lies with the newly resigned employee’s manager.  After all, there is a whole heck of a lot of truth to the old adage that “Employees don’t leave companies, they leave managers.”

And here are the 7 Deadly Sins that managers commit to cause these resignations.  Sadly, all of these can be easily avoided.

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The Manager’s Employee Engagement Checklist

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

Gallup’s recent State of the American Workplace Study highlighted the single greatest thing you can do to increase employee engagement:  hire the right managers.  In fact, the study said that if you hire a manager who is disengaged, the workgroup they manage is three times more likely to be disengaged.

So even if you hire the right, highly engaged managers, they still need to know, and do, the most effective things to bring their work group to higher, and hopefully best-in-class, levels of engagement.  And even if they know these engagement management “to dos,” they often forget to implement them, or execute them consistently.

So why not give them a checklist?  Well, I created one for you and them, based on a key driver analysis of millions of employee engagement survey responses. The following suggestions are in order of importance.  The Management Employee Engagement Checklist has been used by hundreds of organizations worldwide, with great success.

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Mile High Employee Engagement

beachBook

As an author, there is nothing more rewarding than seeing someone reading your book.  The first time I witnessed this was on an airplane, when the woman sitting next to me pulled my book, Building a Magnetic Culture, out of her bag and started reading it.  Needless to say, I smiled widely.

I then asked her, “How do you like that book?”  Thankfully she said, “I love it.  It’s full of neat and new ideas that we are implementing at our company to build and foster employee engagement.”  She then asked me if I had read it and I got to say, “Yes, I have read it because I actually wrote it.”  How fun is that?  She looked at my picture on the back jacket cover and verified that I was indeed the author.  I pulled my blue pen out and signed it for her, as I have done for more than 28,000 people at conferences, management retreats, and private client events.  She was thrilled and engaged in getting personal attention and advice the entire rest of the flight.

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From Time Management To Energy Management

redbullThis guest blog has been provided by Kevin Kruse, best-selling author and recognized Thought Leader in the field of Employee Engagement.

I’ll let you in on a little secret: even though my new book has the words “time management” in its title, nobody can truly “manage” time. No matter what tricks or strategies you use, you will always have the same 24 hours tomorrow that you had today. 1,440 minutes. 86,400 seconds.

When people talk about “time management,” what they really want is to get more stuff done, with less stress, and maybe fit in a bit more leisure time, too.

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