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Stephanie Taylor Christensen

Employees are leaving their jobs in droves. These 3 actions can keep your team intact.

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Here are some simple ways you can inspire employees to embrace their roles and think more like leaders regardless of their level of experience or responsibilities.

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Here are some grounding managerial philosophies Jobs shared in a 72-minute speech, and how you can use them to be a more impactful leader.

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Here are some tips all managers with remote teams can use to build a collaborative, supportive and enthusiastic team—even if interactions rarely take place in person.

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Want to retain more of your top performing employees, increase engagement and productivity, and support their interests and future goals? Introduce your team to career pathing.

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Leaders who possess emotional intelligence are more impactful at managing teams and working symbiotically with others. Here’s a deeper look at what it really entails, and how to intentionally take steps to improve yours.

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Now that some of the largest companies have transitioned up to 50% of their workforce to contract employees, according to the Wall Street Journal, managers are faced with a unique challenge.

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Pondering just three questions can help you evaluate how far you’ve come as a manager, identify what obstacles still remain in your path, and reveal whether your actions align with your managerial mission.

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Managers who understand what employees value have an opportunity to inspire them to find a purpose for their work that they can embrace, and connect to a deeper meaning and increased engagement in their work.

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It’s nearly inevitable that you and your team will deal with a change in business strategy, roles or responsibilities at some point. Here are some ways all managers can help their teams remain focused.

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Given that recent research by the Society of Human Resources Management indicates just 38% of employees in the United States are very satisfied with their job, there’s a good chance your employees may be unhappy at work—despite what they share verbally.

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Just as the coach of a losing team can be the force that keeps players giving their all down to the last second of the game, managers have an opportunity to make a significant impact on how their employees perceive times of challenge—even when the company chips are down.

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Finding qualified candidates requires an investment of time, energy and money from all involved in your organization’s recruitment, hiring and training functions—but your role as a manager doesn’t really begin until after employees have completed their new-hire paperwork.

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Employee one-on-ones are critical meetings leaders can leverage to understand employee interests, strengths and weaknesses; to build a sense of mutual trust and respect; and provide the support employees need. But like most meetings, there are some basic guidelines you and your employees should know and adhere to.

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Being a manager requires that you strike a number of sensitive balances with your team and peers: You want to develop authentic and respectful relationships, while maintaining professional boundaries. It’s a tall order.

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Though it’s respectful to give thought to your letter’s content, writing a recommendation that’s personal, relevant and helpful to the requestor doesn’t have to be laborious.

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These 3 simple phrases could transform your employee relationships.

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4 simple mind games that can improve your performance in the workplace.

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New to management? Here are 4 tips to help you establish authority.

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Stuck with formal performance evaluations? Put a positive spin on a tired system.

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