<?xml version="1.0" encoding="UTF-8"?>
<rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:wfw="http://wellformedweb.org/CommentAPI/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
	xmlns:slash="http://purl.org/rss/1.0/modules/slash/"
	>

<channel>
	<title>Manage My Employees &#187; Talent Management</title>
	<atom:link href="http://managemyemployees.com/category/talent-management/feed/" rel="self" type="application/rss+xml" />
	<link>http://managemyemployees.com</link>
	<description>Motivate. Retain. Lead.</description>
	<lastBuildDate>Wed, 12 May 2010 13:03:00 +0000</lastBuildDate>
	<language>en</language>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
	<generator>http://wordpress.org/?v=3.3</generator>
<xhtml:meta xmlns:xhtml="http://www.w3.org/1999/xhtml" name="robots" content="noindex" />
		<item>
		<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>
		<wfw:commentRss>http://managemyemployees.com/leadership-tips-motivating-employees-micromanagement-leadership-employee-retention/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<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>
		<wfw:commentRss>http://managemyemployees.com/what-gen-y-workers-wish-managers-knew-about-managing/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Customer Service through the Eyes of a Secret Shopper</title>
		<link>http://managemyemployees.com/customer-service-through-the-eyes-of-a-secret-shopper/</link>
		<comments>http://managemyemployees.com/customer-service-through-the-eyes-of-a-secret-shopper/#comments</comments>
		<pubDate>Fri, 12 Mar 2010 15:09:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Attitude]]></category>
		<category><![CDATA[Customer Service]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Employee performance]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=1083</guid>
		<description><![CDATA[Article #47 Guest Blogger: Jaclyn Boatright What makes a customer choose one business over another? How can a business create a positive experience for its customers in a way that compels customers to return—over other options? For the past five years I have conducted over 500 shopping experiences as a secret shopper. I have seen [...]]]></description>
		<wfw:commentRss>http://managemyemployees.com/customer-service-through-the-eyes-of-a-secret-shopper/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Is Customer Loyalty Increasing? 7 Ways to Land New Business or Keep Your Existing Customers</title>
		<link>http://managemyemployees.com/is-customer-loyalty-increasing-7-ways-to-land-new-business-or-keep-your-existing-customers/</link>
		<comments>http://managemyemployees.com/is-customer-loyalty-increasing-7-ways-to-land-new-business-or-keep-your-existing-customers/#comments</comments>
		<pubDate>Thu, 04 Mar 2010 19:38:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Customer Service]]></category>
		<category><![CDATA[Planning]]></category>
		<category><![CDATA[Strategy]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Trust]]></category>
		<category><![CDATA[Strategic planning]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=904</guid>
		<description><![CDATA[Article #45 During these uncertain times, is it possible that some of your customer’s are less likely to switch loyalties to another supplier, even if that supplier ‘might’ offer some advantages? Do you see customer loyalty on the rise? Some of my clients do and have expressed this view to me recently. One client recently [...]]]></description>
		<wfw:commentRss>http://managemyemployees.com/is-customer-loyalty-increasing-7-ways-to-land-new-business-or-keep-your-existing-customers/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Can Employees Be Given Too Much Autonomy?</title>
		<link>http://managemyemployees.com/can-employees-be-given-too-much-autonomy/</link>
		<comments>http://managemyemployees.com/can-employees-be-given-too-much-autonomy/#comments</comments>
		<pubDate>Mon, 22 Feb 2010 17:09:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Managing Change]]></category>
		<category><![CDATA[Managing Difficult Employees]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Change]]></category>
		<category><![CDATA[Employee performance]]></category>
		<category><![CDATA[Leadership]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=899</guid>
		<description><![CDATA[Short Article #44 &#160;Q. DEAR MARK: I understand the need and benefit of work-independence, but can an employee have too much independence? What are some of the signs? &#8211;Eric A. DEAR ERIC: While it’s a very effective tool for motivating and retaining good employees, granting work independence (autonomy) can be too-much of a good thing. [...]]]></description>
		<wfw:commentRss>http://managemyemployees.com/can-employees-be-given-too-much-autonomy/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Some Bosses Are Jerks</title>
		<link>http://managemyemployees.com/some-bosses-are-jerks/</link>
		<comments>http://managemyemployees.com/some-bosses-are-jerks/#comments</comments>
		<pubDate>Tue, 16 Feb 2010 18:01:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Attitude]]></category>
		<category><![CDATA[Employee Retention Strategies]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Trust]]></category>
		<category><![CDATA[Leadership tips]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=875</guid>
		<description><![CDATA[Short article #42 High unemployment has created a situation for employers whereby they now have many more applicants for job openings than previously. In effect, shifting bargaining power to employers. Unfortunately, one unintended consequence of high unemployment may be that it has given some managers the belief that they can be more demanding or controlling [...]]]></description>
		<wfw:commentRss>http://managemyemployees.com/some-bosses-are-jerks/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Future of Management?</title>
		<link>http://managemyemployees.com/the-future-of-management/</link>
		<comments>http://managemyemployees.com/the-future-of-management/#comments</comments>
		<pubDate>Thu, 11 Feb 2010 11:22:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Strategy]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Planning]]></category>
		<category><![CDATA[Strategic planning]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=869</guid>
		<description><![CDATA[Short article #41 In his book, The Future of Management, Gary Hamel contends that the current management model centered on control and efficiency, no longer suffices in a world where adaptability and creativity drive business success. Hamel’s perspective is credible. As well as being a bestselling author he is ranked the #1 Influential Business Thinker [...]]]></description>
		<wfw:commentRss>http://managemyemployees.com/the-future-of-management/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<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>
		<wfw:commentRss>http://managemyemployees.com/thanks-for-the-bonus-i-quit-the-view-from-harvard-business-bnet/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Limits of Our &#8220;Mental Box&#8221;</title>
		<link>http://managemyemployees.com/limits-of-our-mental-box/</link>
		<comments>http://managemyemployees.com/limits-of-our-mental-box/#comments</comments>
		<pubDate>Mon, 08 Feb 2010 18:03:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Planning]]></category>
		<category><![CDATA[Strategy]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Strategic planning]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=867</guid>
		<description><![CDATA[Short Article #38 and 39 (parts one and two) I like this observation by business authors Fahey and Randall: “A major limitation of most strategic planning is that the thinking and recognition of opportunity take place within the confines of a mental box – the limits of the historical mindset. Often, signals of change or [...]]]></description>
		<wfw:commentRss>http://managemyemployees.com/limits-of-our-mental-box/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<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>
		<wfw:commentRss>http://managemyemployees.com/you-say-you-want-employee-input-better-mean-it/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
	</channel>
</rss>

