<?xml version="1.0"?>
<rss version="2.0">
   <channel>
      <title>Module 6 by Jake Vick</title>
      <link>https://padlet.com/jakevick23/lrihk9e7jfnb</link>
      <description>Made with no regrets, whatsoever</description>
      <language>en-us</language>
      <pubDate>2017-03-04 23:29:33 UTC</pubDate>
      <lastBuildDate>2017-05-17 06:04:42 UTC</lastBuildDate>
      <webMaster>hello@padlet.com</webMaster>
      <image>
         <url></url>
      </image>
      <item>
         <title>Performance Appraisals</title>
         <author>jakevick23</author>
         <link>https://padlet.com/jakevick23/lrihk9e7jfnb/wish/157808553</link>
         <description><![CDATA[<div><a href="http://www.huffingtonpost.com/2010/05/10/employee-reviews-5-things_n_904682.html">http://www.huffingtonpost.com/2010/05/10/employee-reviews-5-things_n_904682.html</a><br><br>Most people have a negative perspective of performance appraisals when they hear that word. This article offers some helpful suggestions at making performance appraisals less difficult. It recommends making the evaluation quarterly and less formal. I believe that these tips would contribute to less employees that are nervous or anxious about a review and it would seem to be more of a helpful redirect or follow up on the job that you're doing instead of such a formal and negative way to discipline or not give raises. </div>]]></description>
         <enclosure url="" />
         <pubDate>2017-03-04 23:32:15 UTC</pubDate>
         <guid>https://padlet.com/jakevick23/lrihk9e7jfnb/wish/157808553</guid>
      </item>
      <item>
         <title>Emotional Intelligence</title>
         <author>jakevick23</author>
         <link>https://padlet.com/jakevick23/lrihk9e7jfnb/wish/157808573</link>
         <description><![CDATA[<div>"No one cares how much you know, until they know how much you care."<br>&nbsp;-Theodore Roosevelt</div><div><br>Emotional intelligence is an incredible way to relate and get through to your employees. Emotional intelligence is not one of my strengths in the workplace because I tend to be task oriented and very objective, but I have to remember that I supervise people not things. Since reading the chapter I have challenged myself to be more of a leader of people, than a manager of things. </div>]]></description>
         <enclosure url="" />
         <pubDate>2017-03-04 23:32:45 UTC</pubDate>
         <guid>https://padlet.com/jakevick23/lrihk9e7jfnb/wish/157808573</guid>
      </item>
      <item>
         <title>Influencing</title>
         <author>jakevick23</author>
         <link>https://padlet.com/jakevick23/lrihk9e7jfnb/wish/157808622</link>
         <description><![CDATA[<div><br>Influencing employees is what is going to make sure that the job gets done. If your employees are not influenced they will not be empowered to do what you ask them to do. Influenced employees will do the job without you asking them and following back up persistently. I have had to learn how to influence my employees by learning how to motivate them and lead by example from which I have learned much from the chapter. <figure class="attachment attachment-preview" data-trix-attachment="{&quot;contentType&quot;:&quot;image&quot;,&quot;height&quot;:300,&quot;url&quot;:&quot;http://www.centerforworklife.com/cfwl-content/uploads/2013/04/sales_manager.jpg&quot;,&quot;width&quot;:300}" data-trix-content-type="image"><img src="http://www.centerforworklife.com/cfwl-content/uploads/2013/04/sales_manager.jpg" width="300" height="300"><figcaption class="caption"></figcaption></figure></div>]]></description>
         <enclosure url="" />
         <pubDate>2017-03-04 23:33:52 UTC</pubDate>
         <guid>https://padlet.com/jakevick23/lrihk9e7jfnb/wish/157808622</guid>
      </item>
      <item>
         <title>Committees </title>
         <author>jakevick23</author>
         <link>https://padlet.com/jakevick23/lrihk9e7jfnb/wish/157808659</link>
         <description><![CDATA[<div><a href="https://www.youtube.com/watch?v=QCd99OdXqTk">https://www.youtube.com/watch?v=QCd99OdXqTk</a><br><br>Committees are designed as a group of people to exchange ideas to benefit a larger group. These committees can be in place at businesses, schools, churches, and other programs or groups. At my company we have a board of directors. They get together once a month to discuss operations and vote on larger decisions that impact the organization and its members. After reading the chapter and watching the video about safety committees I feel that I can better understand and appreciate these formal groups that are present in organizations. </div>]]></description>
         <enclosure url="" />
         <pubDate>2017-03-04 23:35:06 UTC</pubDate>
         <guid>https://padlet.com/jakevick23/lrihk9e7jfnb/wish/157808659</guid>
      </item>
   </channel>
</rss>
