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	<title>Manage My Employees &#187; Communication Skills for Managers</title>
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	<link>http://managemyemployees.com</link>
	<description>Motivate. Retain. Lead.</description>
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		<title>How to Manage Without Micromanaging</title>
		<link>http://managemyemployees.com/leadership-tips-motivating-employees-micromanagement-leadership-employee-retention/</link>
		<comments>http://managemyemployees.com/leadership-tips-motivating-employees-micromanagement-leadership-employee-retention/#comments</comments>
		<pubDate>Wed, 12 May 2010 13:03:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Communication Skills for Managers]]></category>
		<category><![CDATA[Delegation]]></category>
		<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Motivating and Inspiring Employees]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Trust]]></category>
		<category><![CDATA[Employee performance]]></category>
		<category><![CDATA[Employee Retention Strategies]]></category>
		<category><![CDATA[Leadership]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/leadership-tips-motivating-employees-micromanagement-leadership-employee-retention/</guid>
		<description><![CDATA[Article #53 Micromanagement is often defined as “excessive control of people or projects” and it is popularly viewed as an evil not a good. But is it entirely? I believe that the ambiguity comes when we try to get our arms around exactly what is excessive? Most micromanagers I have encountered do not realize they [...]]]></description>
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		<title>What Gen Y Workers Wish Managers Knew About Managing</title>
		<link>http://managemyemployees.com/what-gen-y-workers-wish-managers-knew-about-managing/</link>
		<comments>http://managemyemployees.com/what-gen-y-workers-wish-managers-knew-about-managing/#comments</comments>
		<pubDate>Tue, 16 Mar 2010 18:18:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Communication Skills for Managers]]></category>
		<category><![CDATA[Employee Retention Strategies]]></category>
		<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Motivating and Inspiring Employees]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Employee motivation]]></category>
		<category><![CDATA[Employee performance]]></category>
		<category><![CDATA[Leadership]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=1089</guid>
		<description><![CDATA[Article #48 Is your company attracting then retaining bright, younger workers successfully? Is your community keeping its best and brightest or are they moving away for greener pastures? This begs the question: What do Gen Y workers want anyway? And what exactly do they expect from a boss in terms of managing work efforts, effectively? [...]]]></description>
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		<title>Thanks for the Bonus &#8212; I Quit! &#124; The View from Harvard Business &#124; BNET</title>
		<link>http://managemyemployees.com/thanks-for-the-bonus-i-quit-the-view-from-harvard-business-bnet/</link>
		<comments>http://managemyemployees.com/thanks-for-the-bonus-i-quit-the-view-from-harvard-business-bnet/#comments</comments>
		<pubDate>Tue, 09 Feb 2010 15:50:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Communication Skills for Managers]]></category>
		<category><![CDATA[Employee Retention Strategies]]></category>
		<category><![CDATA[Motivating and Inspiring Employees]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Employee attitudes]]></category>
		<category><![CDATA[Employee motivation]]></category>
		<category><![CDATA[Employee performance]]></category>
		<category><![CDATA[Leadership]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=868</guid>
		<description><![CDATA[Short article # 40&#160; The article from BNET (link below) makes an apt point regarding employee praise, a point that should be common knowledge for any manager or leader:&#160; Principle: deserved praise is critical to feelings of connectedness, employee loyalty, as well as ongoing contribution of uninhibited effort. One of my own consulting engagements closely [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>You Say You Want Employee Input. Better Mean It!</title>
		<link>http://managemyemployees.com/you-say-you-want-employee-input-better-mean-it/</link>
		<comments>http://managemyemployees.com/you-say-you-want-employee-input-better-mean-it/#comments</comments>
		<pubDate>Tue, 02 Feb 2010 23:09:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Communication Skills for Managers]]></category>
		<category><![CDATA[Employee Retention Strategies]]></category>
		<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Motivating and Inspiring Employees]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Employee attitudes]]></category>
		<category><![CDATA[Employee performance]]></category>
		<category><![CDATA[Leadership]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=864</guid>
		<description><![CDATA[Short article #36 and #37 (combined) It all started three or four decades ago with the ubiquitous employee suggestion boxes. For the most part, those antiquated&#160; methods of getting employee input never really worked very well. Why? Mainly, employees sensed that management really didn’t want their input. Two things in particular tipped them off. First, [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
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		<title>Interruptions Threaten Time Management</title>
		<link>http://managemyemployees.com/interruptions-threaten-time-management/</link>
		<comments>http://managemyemployees.com/interruptions-threaten-time-management/#comments</comments>
		<pubDate>Mon, 25 Jan 2010 17:09:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Communication Skills for Managers]]></category>
		<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Time Management]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=799</guid>
		<description><![CDATA[Short article #32 Interruptions, whether they are necessary or unnecessary, represent definite productivity killers. Unnecessary interruptions, and interruptions which are important enough to make their way to your desk but are ill-timed, could often be handled at much better hours of the day. (Like when you’re not in the middle of really critical work or [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>4 Powerful Words to Employees&#8217; Ears</title>
		<link>http://managemyemployees.com/4-powerful-words-to-employees-ears/</link>
		<comments>http://managemyemployees.com/4-powerful-words-to-employees-ears/#comments</comments>
		<pubDate>Mon, 18 Jan 2010 15:24:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Communication Skills for Managers]]></category>
		<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Motivating and Inspiring Employees]]></category>
		<category><![CDATA[Trust]]></category>
		<category><![CDATA[Employee attitudes]]></category>
		<category><![CDATA[Employee motivation]]></category>
		<category><![CDATA[Employee performance]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=720</guid>
		<description><![CDATA[Short Article #29 “What do you think?” asked the manager to her employee. Surprised, the employee responded, “Well, I don’t know if this would work or not but I think…” Those four words posed in the question, “What do you think?” may be more telling of one’s management style than any other sign. Why? Here [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Meet Intrinsic Needs</title>
		<link>http://managemyemployees.com/meet-intrinsic-needs/</link>
		<comments>http://managemyemployees.com/meet-intrinsic-needs/#comments</comments>
		<pubDate>Wed, 13 Jan 2010 11:52:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Communication Skills for Managers]]></category>
		<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Motivating and Inspiring Employees]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Employee motivation]]></category>
		<category><![CDATA[Employee performance]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=604</guid>
		<description><![CDATA[People make improvements for their own reasons and that includes making efforts to increase job performance. You can certainly influence this transformation and have astounding results, if you understand the intrinsic (natural, innate) motivations you need to meet. One well-researched study (Deci &#38; Ryan, 1985; 2000) maintained that people have three innate needs: the need [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>People Remember Our &#8220;Words&#8221;</title>
		<link>http://managemyemployees.com/people-remember-our-words/</link>
		<comments>http://managemyemployees.com/people-remember-our-words/#comments</comments>
		<pubDate>Mon, 11 Jan 2010 11:33:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Attitude]]></category>
		<category><![CDATA[Communication Skills for Managers]]></category>
		<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Motivating and Inspiring Employees]]></category>
		<category><![CDATA[Communication skills]]></category>
		<category><![CDATA[Employee attitudes]]></category>
		<category><![CDATA[Employee motivation]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=592</guid>
		<description><![CDATA[The reader comment by RStone below, referencing a quote-gem by Mother Theresa (see post 10 Inspiring Quotes On Leadership &#124; Manage My Employees) provides an apt reminder that our ‘words etch in the minds’ of our employees. &#160; &#160; &#160;RStone: January 9, 2010 at 9:00 am (Edit) “Kind words can be short and easy to [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>30 Ways to Say &#8216;Good Job&#8217; (part 4)</title>
		<link>http://managemyemployees.com/30-ways-to-say-good-job-part-4/</link>
		<comments>http://managemyemployees.com/30-ways-to-say-good-job-part-4/#comments</comments>
		<pubDate>Tue, 22 Dec 2009 15:25:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Attitude]]></category>
		<category><![CDATA[Communication Skills for Managers]]></category>
		<category><![CDATA[Employee Retention Strategies]]></category>
		<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Motivating and Inspiring Employees]]></category>
		<category><![CDATA[Employee attitudes]]></category>
		<category><![CDATA[Employee motivation]]></category>
		<category><![CDATA[Employee performance]]></category>
		<category><![CDATA[Praise]]></category>
		<category><![CDATA[Recognition]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=506</guid>
		<description><![CDATA[&#160;&#160; Saying ‘Thanks’ and/or giving praise doesn’t come as naturally to some managers as it does for others. I started out thirty years ago in my career being one of those managers who found giving ‘praise’ harder than giving correction. I’m better at it today, and yet, I’m certainly not perfect. The results of improvement [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>30 Ways to Praise and Thank Employees (part 3)</title>
		<link>http://managemyemployees.com/30-ways-to-praise-and-thank-employees-part-3/</link>
		<comments>http://managemyemployees.com/30-ways-to-praise-and-thank-employees-part-3/#comments</comments>
		<pubDate>Mon, 21 Dec 2009 14:27:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Attitude]]></category>
		<category><![CDATA[Communication Skills for Managers]]></category>
		<category><![CDATA[Employee Performance Reviews]]></category>
		<category><![CDATA[Employee Retention Strategies]]></category>
		<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Employee attitudes]]></category>
		<category><![CDATA[Employee motivation]]></category>
		<category><![CDATA[Employee performance]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=342</guid>
		<description><![CDATA[In part 3 we’ll look at a few tips for revving up our praise or thanks to employees. Next, we’ll look at ten more ways to say Good Job. 3 Tips on Revving Up Praise: Be sincere. When you see something praiseworthy &#8211; praise it. On the other hand, if you don’t, then avoid feeling [...]]]></description>
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		<slash:comments>0</slash:comments>
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