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	<title>Jerm &#187; employees</title>
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	<link>http://www.jerm.com</link>
	<description>How to Be an Effective Manager</description>
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		<title>Employee Performance Reviews: Excellent Retail Store Supervisor Sample</title>
		<link>http://www.jerm.com/2010/01/employee-performance-reviews-excellent-retail-store-supervisor-sample/</link>
		<comments>http://www.jerm.com/2010/01/employee-performance-reviews-excellent-retail-store-supervisor-sample/#comments</comments>
		<pubDate>Sat, 23 Jan 2010 14:30:16 +0000</pubDate>
		<dc:creator>Jeremy</dc:creator>
				<category><![CDATA[Performance Reviews]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[excellent employee]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[performance appraisals]]></category>
		<category><![CDATA[phrases]]></category>
		<category><![CDATA[retail store]]></category>
		<category><![CDATA[sample comments]]></category>

		<guid isPermaLink="false">http://www.jerm.com/?p=395</guid>
		<description><![CDATA[I&#8217;ve written a number of articles on how to write performance reviews, sample performance review comments, and how to develop your employees&#8217; strengths. One of the questions that a couple of people have asked is: how do you put it all together? Over a series of posts, I am going to provide some sample employee [...]]]></description>
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		<title>Employee Review/Appraisal Sample Phrases for Retail Stores</title>
		<link>http://www.jerm.com/2010/01/employee-reviewappraisal-sample-phrases-for-retail-stores/</link>
		<comments>http://www.jerm.com/2010/01/employee-reviewappraisal-sample-phrases-for-retail-stores/#comments</comments>
		<pubDate>Fri, 22 Jan 2010 20:06:00 +0000</pubDate>
		<dc:creator>Jeremy</dc:creator>
				<category><![CDATA[Performance Reviews]]></category>
		<category><![CDATA[employee performance]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[managers]]></category>
		<category><![CDATA[performance appraisal]]></category>
		<category><![CDATA[retail]]></category>
		<category><![CDATA[reviews]]></category>
		<category><![CDATA[stores]]></category>

		<guid isPermaLink="false">http://www.jerm.com/?p=387</guid>
		<description><![CDATA[One of the challenges in writing employee performance reviews is coming up with just the right words to describe each employee. Though you may have a few superstars and a few duds to deal with (and usually can come up with the right phrases for each), what kind of phrases are right for the other [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Implementing a Results-Only Work Environment</title>
		<link>http://www.jerm.com/2010/01/implementing-a-results-only-work-environment/</link>
		<comments>http://www.jerm.com/2010/01/implementing-a-results-only-work-environment/#comments</comments>
		<pubDate>Wed, 20 Jan 2010 14:10:06 +0000</pubDate>
		<dc:creator>Jeremy</dc:creator>
				<category><![CDATA[Entrepreneurship]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Small Business]]></category>
		<category><![CDATA[activity]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[manager]]></category>
		<category><![CDATA[mnanagement]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[results only work environment]]></category>
		<category><![CDATA[ROWE]]></category>
		<category><![CDATA[timesheet]]></category>
		<category><![CDATA[workforce]]></category>
		<category><![CDATA[workweek]]></category>

		<guid isPermaLink="false">http://www.jerm.com/?p=354</guid>
		<description><![CDATA[Results Only Work Environment, or ROWE, is a management strategy adopted by Best Buy where employees are paid for productivity, not just activity. A Results Only Work Environment focuses on achievement instead of solely being at work. Employees control their own work calendars and the focus is on how much work they get done, not [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The PRIDE Award Program</title>
		<link>http://www.jerm.com/2009/12/the-pride-award-program/</link>
		<comments>http://www.jerm.com/2009/12/the-pride-award-program/#comments</comments>
		<pubDate>Wed, 09 Dec 2009 13:19:49 +0000</pubDate>
		<dc:creator>Jeremy</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[awards]]></category>
		<category><![CDATA[coworkers]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[excellence]]></category>
		<category><![CDATA[pride]]></category>
		<category><![CDATA[responsibility]]></category>

		<guid isPermaLink="false">http://www.jerm.com/?p=357</guid>
		<description><![CDATA[There are many excellent people who work in your organization. Most of the time, these people toil in obscurity, doing a good job, and never receiving adequate recognition for it. Creating a PRIDE Award Program provides an opportunity for coworkers to recognize each other. People of Responsibility &#38; Initiative Delivering Excellence The PRIDE Award Program [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Improving Community Quotient in Your Company</title>
		<link>http://www.jerm.com/2009/11/improving-community-quotient-in-your-company/</link>
		<comments>http://www.jerm.com/2009/11/improving-community-quotient-in-your-company/#comments</comments>
		<pubDate>Mon, 30 Nov 2009 15:33:35 +0000</pubDate>
		<dc:creator>Jeremy</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[community]]></category>
		<category><![CDATA[community quotient]]></category>
		<category><![CDATA[cq]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[morale]]></category>
		<category><![CDATA[net promoter]]></category>
		<category><![CDATA[relationships]]></category>

		<guid isPermaLink="false">http://read.jerm.com/?p=119</guid>
		<description><![CDATA[As we work with companies to help stabilize their internal atmosphere and employee morale, we find many of the internal conflicts, issues, and problems can be easily corrected by ceasing thinking of employees as &#8220;resources&#8221; and start thinking of them as human beings. One of the core qualities of the human experience is feeling like [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>21 More Ways to Reward Employees</title>
		<link>http://www.jerm.com/2009/11/21-more-ways-to-reward-employees/</link>
		<comments>http://www.jerm.com/2009/11/21-more-ways-to-reward-employees/#comments</comments>
		<pubDate>Mon, 30 Nov 2009 04:32:18 +0000</pubDate>
		<dc:creator>Jeremy</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[appreciation]]></category>
		<category><![CDATA[bonuses]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[manager]]></category>
		<category><![CDATA[reward]]></category>

		<guid isPermaLink="false">http://read.jerm.com/?p=74</guid>
		<description><![CDATA[In a previous post on rewarding employees, we presented 21 ideas to reward your employees. The post was so well received, we decided to come up with 21 more ways you can reward your employees. These ideas are for you to show appreciation for your employees even in times when you cannot show financial appreciation. [...]]]></description>
		<wfw:commentRss>http://www.jerm.com/2009/11/21-more-ways-to-reward-employees/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Create a Group Mission Statement</title>
		<link>http://www.jerm.com/2009/11/create-a-group-mission-statement/</link>
		<comments>http://www.jerm.com/2009/11/create-a-group-mission-statement/#comments</comments>
		<pubDate>Thu, 26 Nov 2009 14:28:59 +0000</pubDate>
		<dc:creator>Jeremy</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[group]]></category>
		<category><![CDATA[managers]]></category>
		<category><![CDATA[mission]]></category>
		<category><![CDATA[purpose]]></category>
		<category><![CDATA[team building]]></category>
		<category><![CDATA[values]]></category>

		<guid isPermaLink="false">http://read.jerm.com/?p=106</guid>
		<description><![CDATA[In my first role as a manager, I worked with a high performance team with more work on our hands than time. We worked hard, we enjoyed working together, but it was a tough assignment to get everything done &#8211; and still love each other at the end of the day! One day, I decided [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Why You Should Care About Financial Statements</title>
		<link>http://www.jerm.com/2009/11/why-you-should-care-about-financial-statements/</link>
		<comments>http://www.jerm.com/2009/11/why-you-should-care-about-financial-statements/#comments</comments>
		<pubDate>Mon, 23 Nov 2009 13:02:48 +0000</pubDate>
		<dc:creator>Jeremy</dc:creator>
				<category><![CDATA[Entrepreneurship]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Small Business]]></category>
		<category><![CDATA[accounting]]></category>
		<category><![CDATA[balance sheet]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[finances]]></category>
		<category><![CDATA[financial statements]]></category>
		<category><![CDATA[managers]]></category>

		<guid isPermaLink="false">http://www.jerm.com/?p=270</guid>
		<description><![CDATA[Jim couldn&#8217;t understand it. His successful window installation company had ten years worth of financials. His business had been profitable since day one. He was never late paying a bill and had impeccable credit, but when he applied for a commercial mortgage to purchase a building for the company, two banks declined his application after [...]]]></description>
		<wfw:commentRss>http://www.jerm.com/2009/11/why-you-should-care-about-financial-statements/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>How to Hold a Difficult Conversation</title>
		<link>http://www.jerm.com/2009/11/how-to-hold-a-difficult-conversation/</link>
		<comments>http://www.jerm.com/2009/11/how-to-hold-a-difficult-conversation/#comments</comments>
		<pubDate>Sun, 22 Nov 2009 14:58:35 +0000</pubDate>
		<dc:creator>Jeremy</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[difficult conversation]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[improvement]]></category>
		<category><![CDATA[manager]]></category>
		<category><![CDATA[performance improvement]]></category>

		<guid isPermaLink="false">http://www.jerm.com/?p=177</guid>
		<description><![CDATA[Inevitably, as a manager, you will need to have a difficult conversation at some point in your career. This difficult conversation can come from something embarrassing, an exchange between employees, bad habits, or an number of issues. These might include: Uncleanliness Fights, arguments, or disagreements Flirtatious behavior with other employees Attitude problems Dress code violations [...]]]></description>
		<wfw:commentRss>http://www.jerm.com/2009/11/how-to-hold-a-difficult-conversation/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>5 Tips to Help Develop Your Employees&#8217; Strengths</title>
		<link>http://www.jerm.com/2009/11/5-tips-to-help-develop-your-employees-strengths/</link>
		<comments>http://www.jerm.com/2009/11/5-tips-to-help-develop-your-employees-strengths/#comments</comments>
		<pubDate>Tue, 17 Nov 2009 14:45:20 +0000</pubDate>
		<dc:creator>Jeremy</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[manager]]></category>
		<category><![CDATA[performance improvement]]></category>
		<category><![CDATA[performance review]]></category>
		<category><![CDATA[strengths]]></category>
		<category><![CDATA[teams]]></category>
		<category><![CDATA[training]]></category>
		<category><![CDATA[weaknesses]]></category>

		<guid isPermaLink="false">http://www.jerm.com/?p=191</guid>
		<description><![CDATA[Everyone has a finite amount of time to develop personal and professional skills. There is a long standing debate on employee development: do I help my employee work on their weaknesses or do I help develop my employee&#8217;s strengths? In the book First, Break All the Rules: What the World&#8217;s Greatest Managers Do Differently, Marcus [...]]]></description>
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		<slash:comments>0</slash:comments>
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