Top Places to Work – Just Ask the Employees
By Joseph R. Byrd
The Minneapolis Star Tribune publishes a list of companies every year. This list showcases the best places to work in the Minneapolis-St. Paul metro area. They choose 100 companies in three different categories- small, mid-size and large. Each year, when the list comes out, multiple articles are printed and plaques are handed out as the companies are showcased.
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Motivate Today’s Employees With Recognition
By Ed Rigsbee
Are you wondering how to motivate your employees? Do you fear that today’s employees are sometimes un-motivate-able? Here’s the good news; employee motivation is easier than you might realize. Today’s employees really are motivated through recognition. The key is to understand the various kinds of activities considered to be recognition of an employee’s abilities, hence motivational for today’s employees.
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Employee Recognition – Increase Productivity And Worker Morale
By Paul R Turner
All too often, employee recognition is practiced in the workplace as something that not much thought is put into, simply because it seems to be the thing that many businesses do. And while it’s great to show your workers how much their efforts mean to you, it always helps to put a bit of thought into the awards that you purchase to hand out in the office.
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10 Talent Acquisition Best Practices For 2011
By Leo Ma
Human capital is always a determining factor for organization success. A good talent acquisition process could always help an organization to hire better employees and improve the recruitment ROI. After discussing with HR practitioners and consultants in major organizations, we have summarized 10 talent acquisition best practices to share with you in this article:
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Pruning Thorns From Roses – HR’s Role In Managing Disruptive Key Employees
By Peter Adebi
Organizations face a tough challenge when key employees exhibit disruptive behavior. Also known as topcontributors, these employees possess specialized knowledge or skills that are critical to the success of the business or manage important clients or large accounts that might be lost if they left.
The actions of key employees often have a direct impact on the bottom line. In some cases, particularly in small and medium-sized firms, they can lead to resounding success or business closure.
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Working With HR To Accomplish Management Missions and Goals
By Steve Randazzo
Working with your companies Human Resource department is crucial when trying to obtain mission and goal based results. By getting HR involved during the planning process, you ensure management and support staff is held accountable for their decisions and actions. This is especially important when monitoring the activity and progress of these goals.
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Is Your Employee Appreciation Backfiring?
by Marilyn Suttle 
There are some employees who manage to withstand all kinds of criticism and negativity from management and find ways to brush it off and excel at work. Other employees, despite a supportive management team, fail to be productive.
I believe that people who work in an environment where doing their best is recognized have a better chance of feeling good about their work. They also have a better chance of becoming successful producers who enjoy pleasing customers.
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How to Fire an Employee – The Right Way
By James C F
Many persons view termination of an employee as “no big deal,” however nothing can be further from the truth. Most managers are not all too happy about the aspect of firing an employee due to the ill side-effects such an action may cause. For example, firing an employee may result in a) The employee suing the company (if inappropriately handled); or b) Create discord amongst other employees.
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5 Steps to Employee Retention
By Carl Gale
Some people presume that people walk out of positions largely for economic reasons – but that merely isn’t the case.
Extensive exploration into worker retention implies that individuals leave jobs for a mix of factors. Components which can include – restricted possibilities to develop, being in an incorrect job, not feeling valued, that the job will no longer fit their chosen lifestyle or indeed an awareness that they can not anymore trust and trust their employers. So, to keep staff, you must have something that seeks to limit these types of factors:
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Employee Retention – The Leader’s Role Or “Don’t Send Your Ducks to Eagle School”
By Larry Wenger
The credit for the line, “Don’t Send Your Ducks to Eagle School” belongs to author Frank McNair, who wrote a quick read book called Golden Rules for Managers. In his book he lists 119 lessons for leadership success. It’s a catchy phrase which to me, means don’t ask employees to do things at which they will surely fail. Everyone has skills sets (strengths) but like eagles and ducks there are also things (weaknesses) that we are not ready to perform successfully. The lesson: match your employees strengths with their assignments.
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