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FEI’s Manager Exchange

21 Jun. 2016 Posted by ameulendyke

Understanding the Opiate Epidemic

(Written by Sumaya Kroger, FEI EAP Counselor)

Prescription painkillers and opiate abuse have become part of the larger narrative for addiction as everyone from media to the government continues to highlight an increasingly widespread epidemic.

Employers are no strangers to the negative influence drugs can have on the workplace, but opiates present a relatively new phenomenon requiring further education on behalf of organizations as they learn what opiates are and how abuse can be addressed.

7 Jun. 2016 Posted by aadams

Dr. Jekyll or Mr. Hyde? Toxic Workers and the Workplace

(Written by Amara Lang, FEI Work-Life Specialist)

The tale of Dr. Jekyll and Mr. Hyde focuses on the complicated nature of personality—and the repercussions for allowing our less savory characteristics free reign. While Mr. Hyde is an extreme, we do occasionally encounter similar personalities in the workplace in the form of toxic workers.

Toxic workers can cause very real damage to team dynamics, workplace culture and a company’s bottom line. Knowing what a toxic worker looks like and the environment they can foster is key to maintaining organizational resilience.

25 May. 2016 Posted by aadams

The Need for Workplace Mental Health Accommodations

(Written by Holly Wasechek, FEI Employee Assistance Representative)

While mental health awareness has made great gains in recent years, organizations continue to struggle when it comes to knowing how best to work with—and include—employees with mental health conditions. The Americans with Disabilities Act (ADA) protects those with both physical and mental health challenges, promoting the practice of proper accommodations to encourage the most engagement from all employees. Accommodating those with mental health challenges can realize the potential of an often overlooked segment of the workforce.

This is part of a series promoting May as Mental Health Awareness Month.

11 May. 2016 Posted by aadams

Mental Health Awareness and the Workplace: Supporting Employees

(Written by Emily Merritt, Director of Intergenerational Initiatives for the Alliance for Strong Families and Communities)

One in five Americans will be affected by a mental health condition during their lifetime, and nearly every American is impacted by mental health challenges faced by friends and/or family. As managers, we are well positioned to directly support our employees in managing their mental health. What are some of the resources available to employees who might need assistance? Is your work environment supportive of those who have a mental health condition? Read on to explore options for mental health, employee inclusion and wellness practices in the workplace.

This is part of a series promoting May as Mental Health Awareness Month.

27 Apr. 2016 Posted by aadams

Emotional Intelligence: Some Hard Ideas About Soft Skills

(Written by Randall Kratz, FEI Senior Account Manager)

Believe it or not, emotions play a very important role in the workplace.

Emotional intelligence is the intentional and mindful use of emotions, and managers can use them as a guide for managing people. Opportunities for utilizing emotional intelligence in the workplace are everywhere, but you must first understand the different aspects of emotional intelligence and its relation to effective leadership.

13 Apr. 2016 Posted by aadams

The Journey to Wellness

(Written by Amy Haft, FEI Senior Account Manager)

It is a long-held belief that workplace wellness programs make sense, and a well-designed and effectively managed wellness program benefits both employer and employee. But where do you begin?

Within the next few weeks, FEI will be announcing a new Wellness Consultation service to extend our ability to help organizations create an effective workplace wellness program.

30 Mar. 2016 Posted by aadams

A Guide for Managing Disruptive Employees and Team Members

(Written by Janice Lieber, FEI EAP Counselor)

When we think of “disruptive employees,” most of us imagine an employee who bullies their peers or who undermines the leader quietly. But what about employees who come back from breaks late, have bad attitudes and grumble and groan about work?

As team leader or manager, you must recognize disruptive employees and deal with their behaviors in constructive and goal-oriented ways. Your team will become more cohesive and functional when you address a disruptive employee early on.

16 Mar. 2016 Posted by aadams

Why Are We Still Drinking at Work?

(Written by Michael McCafferty, FEI Senior Account Manager)

Stories of employees drinking or being intoxicated while at work are more common than many employers would like to admit. We’ve known for a long time it isn't safe to drink and drive, and the Drug Free Workplace Act has been in effect for over 25 years, yet the evidence is clear: workers continue to struggle with alcohol.

The good news is that employers have options. According to the National Council on Alcohol and Drug Dependence, establishment of an effectual Employee Assistance Program (EAP) “is the most effective way to address alcohol and drug problems in the workplace.”

2 Mar. 2016 Posted by aadams

Introversion in the Workplace

(Written by Gary Skaleski, FEI EAP Counselor)

Communication in the workplace centers on comprehending the individual differences in how people communicate, understand and learn. Determining which mode of communication people are most effective at will result in being understood and achieving results with the workers with whom you’re interacting.

Introverted employees can be essential to a company's bottom line, but how do you best communicate with those who are drained of energy in social situations like attending meetings or being surrounded by groups of people? Understanding introversion can help managers maximize the environment within which introverts thrive.

19 Feb. 2016 Posted by aadams

Navigating Problematic Team Dynamics (Part Two)

(Written by Jon Buchler, FEI EAP Counselor)

Sharon considers her options for addressing the sales associates’ grievance that they find coworker Candice to be brusque, rude and unprofessional in her relationship with them. Sharon doesn't want Candice to feel under attack, but she also can't ignore the problem. Thinking through the process of how best to handle the situation leads to a clear action plan.