Video Blog: Employee Engagement – The Disengaged Employee

March 31, 2017 by - Leave a comment

This video 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.



Kevin Sheridan is an Internationally-recognized Key-Note 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. He spent thirty years as a high-level Human Capital Management consultant, helping 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 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.


  • jimjr11

    The absolute best management advice I ever received, “it’s never the people you fire that get you into trouble, it’s the ones you don’t fire”. Another tidbit from that same consultant that I am continuously reminded of when consulting, “he’s so busy keeping his job, he doesn’t have time to do his job”. Both have served me well, if you decide an action you’re about to take is politically incorrect, that’s your signal you’re on the right track!

  • SCJulieBrown

    After 23 years of running my business, it finally occurred to me that I’d never considered terminating someone whom I didn’t eventually terminate. It may have taken me months or years to finally make the tough decision, meanwhile wasting a great deal of time that would have been better spent “coaching up” those who were engaged. I appreciate your matter of fact approach.