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Kevin Sheridan

Kevin Sheridan is Chief Executive Officer and Chief Consultant of HR Solutions, Inc. and directs all survey work conducted by the firm. He has extensive experience in the field, having co-founded three successful survey-related organizations. Mr. Sheridan received a Masters in Business Administration from the Harvard Business School in June 1988, concentrating his degree in Managerial Decision-making and Strategy, Human Resources Management, and Organizational Behavior.

Motivating Sales Teams: It’s Not All about the Benjamins

Tuesday, September 11, 2012

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Motivating sales teams over the long term is no easy task. Markets fluctuate, your reps brave endless rejection, and buyers are increasingly discriminating. It’s enough to get your best and brightest reps down. No wonder then that total rewards is such a booming industry. The accepted model for motivating sales teams has long hinged on [...]

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Are Your People in the Right Roles?

Wednesday, June 20, 2012

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Many managers say they care about their employees’ job fit and career development; however, few actively act on such understanding. Both of these elements within the employee lifecycle are among Avatar HR Solutions Research Institute’s Top 10 Key Drivers of Employee Engagement, making it worth the time  to recast employees into roles that let them [...]

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How March Madness Improves Employee Engagement, Productivity

Tuesday, March 27, 2012

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March Madness is in full swing, bringing a little friendly competition and fun into many people’s workplaces. Of course, this has some employers wringing their hands about how all this talk of brackets is distracting their employees and trying to  tally up a dollar figure to reflect the lost productivity during the tournament. But should [...]

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Virtually Speaking: 5 Tips for Engaging Remote Workers

Monday, December 12, 2011

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Virtually Speaking: 5 Tips for Engaging Remote Workers

As organizations increasingly expand across the nation and globe, remote work arrangements have become a common part of day-to-day business. This poses a challenge for managers, who are often left struggling to engage employees they cannot see. In my book The Virtual Manager, I detail the benefits of targeting the Key Drivers of Employee Engagement with initiatives tailored for the remote workforce. Here are a few of my top recommendations:

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Communicating Your Way To Higher Employee Engagement

Monday, August 29, 2011

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Communicating Your Way To Higher Employee Engagement

When managers establish a culture of open and honest dialogue among their team members, the percentage of ‘actively engaged’ individuals rises. Since engagement is overwhelmingly linked to positive business outcomes, it is important to utilize various best practices for communication success.

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Five Tips for Engaging Contingent Workers

Monday, April 4, 2011

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Five Tips for Engaging Contingent Workers

Thanks to the economy and the growing impact of globalization, contingent workers (also known as contract workers or freelancers) are starting to play a bigger role in the workforce. These employees are hired on a project-by-project basis by organizations, which can last anywhere from a few days to a year or more. One of the toughest things an organization can do is try engaging contingent workers as they would their full-time employees.

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Top 2011 Employee Engagement Trends

Monday, January 10, 2011

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Top 2011 Employee Engagement Trends

As another year begins, organizations will be challenged to prepare for the economic recovery, engage their employees and retain their high performers. In fact, Employee Engagement and retention were two of the biggest concerns for HR professionals in 2010, according to a survey conducted by Human Resource Executive magazine, and will continue to be in 2011. HR Solutions has predicted five Employee Engagement trends for 2011…

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How To Change A Culture of Clock Watching

Monday, November 1, 2010

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How To Change A Culture of Clock Watching

Does it irk you when your employees start talking about how excited they are for the weekend when it’s only Tuesday? Do your employees rush out the door at five o’clock on the dot, no matter whether their deadlines have been met? If so, your organization may have been infiltrated by clock-watchers.

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5 Best Practices For Engaging A Multinational Team

Monday, September 27, 2010

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Within the world’s largest corporations are employees who live in different cultures, speak different languages, exhibit different religious beliefs, come from different ethnic backgrounds, and possess different values. Because of these differences, companies are challenged every day to engage multinational teams while at the same time promote a work environment that respects and supports employee diversity.

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