Are you frustrated from trying in vain to get your finance department or other senior executives to understand the value of measuring and building employee engagement? If so, you’re not alone. I’ve talked to thousands of managers and HR professionals who are at their wits end trying to justify the cost of such initiatives.
Sometimes people in the finance function are quick to question the cost of “that soft and fuzzy people stuff.” (I’m allowed to say this because I spent a large part of my career in finance.) But the 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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Kevin Sheridan is an internationally-recognized Keynote 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. For six years running, he has been honored on Inc. Magazine’s top 100 Leadership Speakers in the world, as well as Inc.’s top 100 experts on Employee Engagement. He was also honored to be named to The Employee Engagement Award’s Top 101 Global Influencers on Employee Engagement of 2017.
Having spent thirty years as a high-level Human Capital Management consultant, Kevin has helped 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 first 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.