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		<title>Do you need to manage your boss?</title>
		<link>http://www.appointmentspersonnel.co.uk/blog/?p=227</link>
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		<pubDate>Fri, 18 May 2012 08:30:33 +0000</pubDate>
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		<description><![CDATA[The saying goes that people join companies, but leave bosses&#8230; Do you dread going to work? Or do you feel your shoulders drop and heave a sigh of relief when you find out your manager is at an all-day meeting? Perhaps you feel that nothing you do is good enough&#8230;.or you’re working longer and longer [...]]]></description>
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		<title>Under attack? Add CUDSA to your workplace toolkit</title>
		<link>http://www.appointmentspersonnel.co.uk/blog/?p=222</link>
		<comments>http://www.appointmentspersonnel.co.uk/blog/?p=222#comments</comments>
		<pubDate>Thu, 03 May 2012 14:00:27 +0000</pubDate>
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		<description><![CDATA[My last blog looked at what sort of feedback style you have, and why it’s important to strive for one that is detailed and non-judgmental. But what happens if you find yourself in a challenging conversation with someone? How can you maintain your focus and be a good manager or a good co-worker when you [...]]]></description>
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		<title>What’s your feedback style? Personal and critical or detailed and non-judgmental?</title>
		<link>http://www.appointmentspersonnel.co.uk/blog/?p=219</link>
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		<pubDate>Fri, 20 Apr 2012 08:30:08 +0000</pubDate>
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		<description><![CDATA[So one of your employees has submitted, let’s be frank, a staggeringly poor report which has clearly been turned round in a few minutes to meet a forgotten deadline. What feedback do you give to your employee? A “You are a useless waste of space!” B “What a pile of absolute ***!?@**!” C “The content [...]]]></description>
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		<title>What percentage of your employee’s potential do you see at work?</title>
		<link>http://www.appointmentspersonnel.co.uk/blog/?p=216</link>
		<comments>http://www.appointmentspersonnel.co.uk/blog/?p=216#comments</comments>
		<pubDate>Tue, 10 Apr 2012 07:05:58 +0000</pubDate>
		<dc:creator>admin</dc:creator>
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		<description><![CDATA[Ask this question and you are likely to get answers ranging from an honest ‘I haven’t a clue’ through to estimates of 30% to 60%. But as a manager, you pay for 100% potential&#8230;. so how do you go about getting the 100%? My blog this week looks at how coaching can help you start [...]]]></description>
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		<title>Being a good team manager – why bother?</title>
		<link>http://www.appointmentspersonnel.co.uk/blog/?p=212</link>
		<comments>http://www.appointmentspersonnel.co.uk/blog/?p=212#comments</comments>
		<pubDate>Fri, 23 Mar 2012 08:00:29 +0000</pubDate>
		<dc:creator>admin</dc:creator>
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		<description><![CDATA[Is it really so important that managers focus their efforts on building a strong team? Why? Do such efforts from managers &#8211; who are busy enough already with the day to day grind – make a real difference to business performance results? Shouldn’t it simply be down to individual employees to do their best and [...]]]></description>
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		<title>&#8216;Max&#8217;-ing out on National Apprenticeship Week</title>
		<link>http://www.appointmentspersonnel.co.uk/blog/?p=206</link>
		<comments>http://www.appointmentspersonnel.co.uk/blog/?p=206#comments</comments>
		<pubDate>Fri, 10 Feb 2012 12:52:54 +0000</pubDate>
		<dc:creator>admin</dc:creator>
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		<description><![CDATA[This week is National Apprenticeship Week, and aims to show organisations the advantages of employing and supporting apprentices in the workplace. The team at Appointments don’t need any more convincing &#8211; we have had our very own apprentice since October last year that we wouldn’t be without – Max Powell, aged 18 from Newcastle. Here’s [...]]]></description>
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		<title>National Sick Day</title>
		<link>http://www.appointmentspersonnel.co.uk/blog/?p=190</link>
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		<pubDate>Mon, 06 Feb 2012 13:46:12 +0000</pubDate>
		<dc:creator>admin</dc:creator>
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		<guid isPermaLink="false">http://www.appointmentspersonnel.co.uk/blog/?p=190</guid>
		<description><![CDATA[Today is National Sick Day &#8211; the day of the year when 375,00 office workers – a record number &#8211; will phone in sick as post-Christmas blues, bad weather, financial worries and a long wait till the next Bank Holiday take their toll on workers. According to the Institute of Wellbeing, compared to 3 years [...]]]></description>
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		<title>Become an employer of choice</title>
		<link>http://www.appointmentspersonnel.co.uk/blog/?p=182</link>
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		<pubDate>Thu, 02 Feb 2012 06:43:32 +0000</pubDate>
		<dc:creator>admin</dc:creator>
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		<description><![CDATA[An employer, who attracts, retains and motivates their staff through factors such as reputation, development opportunities, work environment including facilities, work arrangements, recognition and reward and leadership is often one that recruits the best talent available with relative ease. How candidates perceive your employer brand has a huge effect on the lengths you have to [...]]]></description>
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		<title>Plan for interview success</title>
		<link>http://www.appointmentspersonnel.co.uk/blog/?p=178</link>
		<comments>http://www.appointmentspersonnel.co.uk/blog/?p=178#comments</comments>
		<pubDate>Tue, 31 Jan 2012 07:38:31 +0000</pubDate>
		<dc:creator>admin</dc:creator>
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		<description><![CDATA[A job interview can be an excruciating, painful, stressful and awkward hour. Or it can be pleasant, educational, enlightening and successful. The experience of that hour is largely determined by how you spend your time before and after the interview Here&#8217;s a few of my best tips on what to do before, during and after [...]]]></description>
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		<title>Create a positive candidate experience</title>
		<link>http://www.appointmentspersonnel.co.uk/blog/?p=176</link>
		<comments>http://www.appointmentspersonnel.co.uk/blog/?p=176#comments</comments>
		<pubDate>Thu, 19 Jan 2012 07:14:49 +0000</pubDate>
		<dc:creator>admin</dc:creator>
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		<description><![CDATA[As a recruiter or employer it’s easy to just think about what your company stands to gain when looking for a new member of staff. However, it’s vitally important that you remember to create a positive experience for all candidates, regardless if you hire them or not. You are the face and the main point [...]]]></description>
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