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

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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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Three Myths About Employee Engagement

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

At many of the conferences where I am a keynote speaker, I have encountered several large myths and inaccuracies purported and communicated about Employee Engagement.  It is sad to me that managers and executives may be taking errant action plan steps based upon these inaccuracies and mistruths. Hence, the purpose of this blog is to correct these myths and share the truth.

Myth #1:  70% of Workers are Disengaged.

Not true.

For some reason, over the last year numerous articles are citing that 70% of workers are disengaged, according to Gallup, which is wholly inaccurate.  The origin of this inaccuracy comes from people lumping the people in the middle category of engagement (Not Engaged and Not Disengaged) with the people in the Actively Disengaged category, despite the fact that people in those two categories have distinctly different traits, work ethics, and behaviors.  The most recent 2016 Engagement Data, reported on Gallup’s website is 32% Engaged, 51% Not Engaged or Disengaged (or what I call “Ambivalent” in my book Building a Magnetic Culture), and 17% Actively Disengaged.1
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The Language of Employee Engagement – Part 2

EEE - part2This guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement.

There are myriad definitions of “employee engagement.”  Invariably, most of my keynote presentations and workshops begin with an exploration of the “correct” definition.  But the reality is that there isn’t a single correct definition.  Engagement encompasses a lot of attributes and characteristics.

Therefore, I thought it would be interesting to reach out to all of my LinkedIn groups and ask for the most common one-word descriptions of employee engagement.  Here are the results of the most frequently cited words, in alphabetical order:

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Tips for Awesome Onboarding

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

I was recently honored to conduct a SHRM webinar sponsored by Jellyvision called The 8 Tips for Awesome Onboarding. With 5,000 registrants, it was one of the most well attended webinars in SHRM history.  I was also excited to learn that attendee feedback ranked high enough to place us in the top 5% of all webinars.  Thanks to everyone who logged in to watch!  If you missed it, you can watch the archive here.  (If you don’t have a SHRM membership, you can sign up for free.)

I thought I would share with you and your team some of the questions and answers that came at the end of the webinar:

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