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	<title>Manage My Employees &#187; Leadership tips</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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		<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>
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		<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>
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		<slash:comments>0</slash:comments>
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		<item>
		<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>
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		<title>The Worst Excuse for Poor Time Management</title>
		<link>http://managemyemployees.com/the-worst-excuse-for-poor-time-management/</link>
		<comments>http://managemyemployees.com/the-worst-excuse-for-poor-time-management/#comments</comments>
		<pubDate>Fri, 22 Jan 2010 15:13:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Delegation]]></category>
		<category><![CDATA[Leadership tips]]></category>
		<category><![CDATA[Time Management]]></category>
		<category><![CDATA[Personal Productivity]]></category>
		<category><![CDATA[Planning]]></category>

		<guid isPermaLink="false">http://managemyemployees.com/?p=796</guid>
		<description><![CDATA[Short article #31 On the heels of making resolutions for 2010, there’s a good chance that better time management is on the list for many professionals. After our resolutions are cast in plaster, however, the excuses usually start their grand entry as we concave to old ways and habits under increasing pressure to get more [...]]]></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>
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		<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>
		<wfw:commentRss>http://managemyemployees.com/people-remember-our-words/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Motivating Employees in Tough Economic Times</title>
		<link>http://managemyemployees.com/motivating-employees-in-tough-economic-times/</link>
		<comments>http://managemyemployees.com/motivating-employees-in-tough-economic-times/#comments</comments>
		<pubDate>Fri, 08 Jan 2010 11:41:00 +0000</pubDate>
		<dc:creator>Mark Holmes</dc:creator>
				<category><![CDATA[Attitude]]></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>

		<guid isPermaLink="false">http://managemyemployees.com/?p=552</guid>
		<description><![CDATA[Everyone knows times are tough, but what will your organization do exactly to keep employee morale and performance high? I’ve provided a link (Engaging Employees Tops Leadership Priorities in Tough Economic Times) to a nice article on what leaders can do to rev up workplace attitudes. In addition, I’ve added a few tips you might [...]]]></description>
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		<slash:comments>2</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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