(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.
(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.
(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.
(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.
(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.”
(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.
(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.
(Written by Jon Buchler, FEI EAP Counselor)
Sharon has been working 12 years for XYZ Distributors, which sells office equipment and supplies to companies throughout the United States. For the past seven years, she has managed an inside sales group of ten employees.
Sharon's direct supervisor has since been replaced by Bill. Bill used to work for a competitor and, in light of a recent vacancy at XYZ, champions the hire of former co-worker Candice. Despite Candice's strong work performance, her interactions with Sharon's team has led to problems within the workgroup.
Sharon is now faced with a problem: how best to address the issues between her team and Candice.
(Written by Julie Sharp, FEI Account Manager)
In 1998, Kaiser Permanente and the CDC collaborated on a groundbreaking research study with implications for every sector of society, including the workplace. The Adverse Childhood Experiences (ACEs) Study linked childhood trauma to a higher risk of chronic disease, social and emotional problems, depression, suicidality, and violence (both as a perpetrator and a victim).
The question is: how might ACEs show up at work?
(Written by Freya Cooper, FEI Account Manager)
Why should an employee’s financial stress be important to employers? Almost two-thirds of Americans report having financial problems, and 61 percent of HR professionals have described employees’ financial health as no better than fair.
More employees than ever before are indicating an interest in gaining advice and guidance from their employers for financial problems. Employees want your help!