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	<title>To Your Success - Employee Recognition Newsletter &#187; Employee Performance</title>
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	<link>http://newsletter.myemployees.com</link>
	<description>The Newsletter dedicated to Managers and Business Owners</description>
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		<title>Get More Done, Have More Fun &#8211; Part 2</title>
		<link>http://newsletter.myemployees.com/2009/03/get-more-done-have-more-fun-part-2/</link>
		<comments>http://newsletter.myemployees.com/2009/03/get-more-done-have-more-fun-part-2/#comments</comments>
		<pubDate>Sun, 01 Mar 2009 18:11:55 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[Employee Performance]]></category>
		<category><![CDATA[Human psychology]]></category>

		<guid isPermaLink="false">http://newsletter.myemployees.com/?p=74</guid>
		<description><![CDATA[Part 1
Have you ever noticed the difference between an Olympic sprinter and a marathon runner?
The sprinters are pound for pound, some of the most in-shape athletes around. They are lean, muscular, and quick. They have muscles that I didn’t even know existed.
Marathon runners on the other hand look skinny and malnourished, like walking toothpicks.
Why is [...]]]></description>
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		<title>Recognition can get you more for less</title>
		<link>http://newsletter.myemployees.com/2009/03/recognition-can-get-you-more-for-less/</link>
		<comments>http://newsletter.myemployees.com/2009/03/recognition-can-get-you-more-for-less/#comments</comments>
		<pubDate>Sun, 01 Mar 2009 18:08:58 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[Employee Performance]]></category>
		<category><![CDATA[Employee Recognition]]></category>

		<guid isPermaLink="false">http://newsletter.myemployees.com/?p=71</guid>
		<description><![CDATA[You don’t have to watch the news to know unemployment is on the rise to an all-time high. A down economy means that your store, at some point soon, will be forced to do more with less.
But how is this going to work when we are already overworking ourselves?
This answer is fairly simple…engage the best [...]]]></description>
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		<item>
		<title>Top 5 Indicators Someone Is About to Quit</title>
		<link>http://newsletter.myemployees.com/2009/02/top-5-indicators-someone-is-about-to-quit/</link>
		<comments>http://newsletter.myemployees.com/2009/02/top-5-indicators-someone-is-about-to-quit/#comments</comments>
		<pubDate>Sun, 01 Feb 2009 17:56:39 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[Employee Performance]]></category>
		<category><![CDATA[Employee Turnover]]></category>
		<category><![CDATA[Manager Tips]]></category>

		<guid isPermaLink="false">http://newsletter.myemployees.com/?p=52</guid>
		<description><![CDATA[Employees with a potentially high risk for turnover send out the signs before they leave, but managers and executives must know where to look:
1. The Unclear Manager.
If employees report that their manager&#8217;s tasks, procedures and operations are unclear; or that their manager doesn&#8217;t supply the appropriate equipment, materials, or resources; or that opportunities for growth [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>6 Keys to Highly Profitable Employees</title>
		<link>http://newsletter.myemployees.com/2008/12/6-keys-to-highly-profitable-employees/</link>
		<comments>http://newsletter.myemployees.com/2008/12/6-keys-to-highly-profitable-employees/#comments</comments>
		<pubDate>Mon, 01 Dec 2008 17:49:48 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[How To's]]></category>
		<category><![CDATA[Employee Performance]]></category>
		<category><![CDATA[Profitable Employees]]></category>
		<category><![CDATA[System]]></category>

		<guid isPermaLink="false">http://newsletter.myemployees.com/?p=43</guid>
		<description><![CDATA[Are Your Employees Stealing from You?
Probably not&#8230; at least in an obvious or intentional way.
But, statistically speaking, they most likely are by &#8220;under-performing&#8221; at many aspects of their jobs, and that costs you big-time!
Research shows that if they aren&#8217;t really loyal to you, they may be costing you as much as twice what you&#8217;re paying [...]]]></description>
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		<title>Managerial Feedback, Associate Performance, and 11 Positive Feedback Rules</title>
		<link>http://newsletter.myemployees.com/2008/09/managerial-feedback-associate-performance-and-11-positive-feedback-rules/</link>
		<comments>http://newsletter.myemployees.com/2008/09/managerial-feedback-associate-performance-and-11-positive-feedback-rules/#comments</comments>
		<pubDate>Wed, 17 Sep 2008 20:02:51 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[Case Studies]]></category>
		<category><![CDATA[Employee Performance]]></category>
		<category><![CDATA[Employee Recognition]]></category>
		<category><![CDATA[Feedback]]></category>

		<guid isPermaLink="false">http://newsletter.myemployees.com/?p=15</guid>
		<description><![CDATA[ 
Introduction
It has been well documented that associate (employee) performance is directly and positively related to supervisory and managerial performance. In fact, managers and supervisors often have more impact on associate job performance than they realize. This suggests that if the work group is not performing up to par (i.e., has the ability to significantly [...]]]></description>
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