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Building a Magnetic Culture: How to Attract and Retain Top Talent to Create an Engaged, Productive Workforce Hardcover – January 9, 2012
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About the Author
Kevin Sheridan is Chief Engagement Officer (CEO) and Chief Consultant of HR Solutions, Inc., a Human Capital Management Consulting Firm specializing in Employee Engagement Survey and Exit Survey design, implementation, analysis, and results. Sheridan has extensive experience in the field, having cofounded three successful survey-related organizations.
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Top Customer Reviews
Using the ideas in this book, a hiring team can look to attracting and motivating the kind of talent that can create a desirable and productive work environment. This is a refreshing book written during a time when mere survival on a job would seem the most that could be hoped for; this book says "There is talent out there and you can foster and profit from that talent."
At the very least, a must-read for anyone puzzled by managing a generation older or younger than themselves.
In apparently avoiding taking any hard lines on holding either Managers or Employees responsible for creating engagingly productive workplaces, Sheridan presents no innovative solutions. His ample data analyses are not significantly complemented with solution syntheses ... or an increased urgency for making needed changes. While the writing was interesting (for us curious readers), overall, I don't think "Building a Magnetic Culture" will significantly move many managers toward accepting more responsibility for building engaging workplaces or move many employees toward embracing more responsibility for engaging themselves in their (and their organization's) increased success.Read more ›
"The data presented debunks the view that contributors fall into one of two buckets - those who should be on the bus or those who should not. Armed with new understanding that there are three types of employees: actively engaged, ambivalent, and actively disengaged; and that an amazing 60% of employees fall into ambivalent has dramatically changed how I assess organizations."
"Reading this book took me to a higher level of understanding employee engagement, how to measure it, and how to positively effect it. I, like many Human Resources professionals, focused on measuring employee satisfaction vs. employee engagement. By adjusting my personal lens, I can see much clearer now!"
"The statistics you documented in this book are quite powerful. Out of the 117,868 client engagement scores your team assessed, it speaks volumes to see the correlation between engaged employees and performance, with 80% of engaged employees meeting or exceeding performance goals."
"One of the many tools I will take from this book is the Pearson correlation coefficient model showing the relationship between two variables. This is an excellent tool to meaningfully impact organizational change by deriving actionable insights from large amounts of data."
"The author complements the vast data collected with interesting and illustrative examples that brought clarity and objectivity to important, yet sometimes esoteric, topics such as the difference between managers and leaders."
Kevin Sheridan has created a thought provoking, easy reading novel that is straight forward and down to basics. The book offered terrific practical and insightful guidelines. With application, Sheridan's ideas have shown to dramatically change the culture in an organization. There are case studies throughout the book, such as Pepsi, Coors, Waste Management, and Groupon. They demonstrate how to turn the concepts into reality.
In this book, an employee's performance is tied to their level of engagement. There are associates that are very skilled at what they do but overall, their contribution to the business goals is diminished if they are ambivalent or disengaged.
An associate's engagement is a result of their manager and themselves, split evenly. That was an interesting concept. It is not just up to the individual but their manager as well. The most positive associate can be crushed in their engagement if their manager's reaction and treatment towards them is consistently ambivalent or disengaged. Overtime, they will seek another position and your team loses good talent. This prompted some self-reflection to examine my own level of engagement as well as my behavior towards those that I have management responsibility for.
Sheridan reviews the topic of diversity in a variety of aspects. One that I found extremely helpful was generational diversity. He describes the motivations and drivers of four different generations. The factors are based on each generation's collective history and what defined their formative years.Read more ›
Most Recent Customer Reviews
An absolute must have for anyone involved in the interview process. Real life stories bring Kevin's data to life. Read morePublished 1 month ago by Charles J. Licea
ABSOLUTELY stellar book and so useful as one focuses on improving a magnetic and engaged culture! I highly recommend this amazing book!Published 1 month ago by Sue Thirlwall
Kevin Sheridan is a dynamic speaker and author. I highly recommend him to any organization wishing to build an engaged workforce with practical solutions.Published 5 months ago by Frank
This is a must read for any HR professional who is working to build a stronger and more desirable work place (which I hope is all of you). Read morePublished 6 months ago by Craig Forman
There was nothing new or creative or earth-shattering in this book. All of the suggestions are rehashed from other culture-building experts/books.Published 8 months ago by MLeland
Love the research that backs the strategies to recruiting and inspiring a Magnetic Culture where employees can thrive. Read morePublished 11 months ago by JANET BOGEN
Building a magnetic culture dont give you tools but the most important thing youhave to pay attention in your company in order to keep your employees engaged. Read morePublished 12 months ago by Sebastian Velasquez
This is the book to read if you want to build an organizational culture where staff can thrive and grow!!Published 23 months ago by Daphne E. Logan