(Written by Sumaya Kroger, FEI EAP Counselor)
We all have opinions and perspectives about the world we live in. While expressing ourselves is a right, doing so in the workplace requires careful consideration of the environment, employer expectations and the attitudes of co-workers.
Luckily, there are a number of characteristics we can monitor—both in ourselves and in those we work with or supervise—to mark a distinction between civil and uncivilized behaviors.
(Written by Randall Kratz, FEI Senior Account Manager)
In a setting occasionally characterized by a grueling and competitive atmosphere, is the workplace really the best to nurture a sense of kindness in ourselves and others? I believe it is.
Kindness begets kindness. In my work as an EAP professional and consultant, I encourage managers to consider how they approach challenges. Through the filter of kindness, happiness thrives as cooperation grows in an environment of mutual respect and companionship.
(Written by Amy Haft, FEI Senior Account Manager)
Conversations about behavioral health issues at work are on the rise and a growing Millennial workforce values health and wellness programs, yet employee assistance program (EAP) utilization is continually low. Why is this, and can it be overcome?
Reframing EAP might be part of the answer. FEI is taking topics hindered by stigma and lack of awareness and exploring them in a positive way that emphasizes emotional fitness and social well-being.
(Written by Fred Fuges, FEI Account Manager)
It’s easy to focus on the negatives of a situation, blaming oneself or others in a misguided attempt to find solutions. More difficult is taking the time to reframe challenges so that solutions can evolve from one’s successes, viewing mistakes and problems as opportunities for improvement.
Using the internal dynamics and management style of a fictional hospital trauma team, I explore McKergow and Jackson’s S.I.M.P.L.E approach to reimagine management practices in a constructive capacity.
(Written by Michael McCafferty, FEI Senior Account Manager)
Discussing politics can present major challenges, even with close friends and family. These challenges are heightened in the workplace, where conflicting political opinions potentially lead to hostility, aggression or inappropriate behaviors.
Walking the line between free speech and proper workplace etiquette can be tricky, and is especially so during the current election cycle. Practicing mindfulness and respect in politically-charged situations at work and with coworkers could avoid the pitfalls of ideological discourse while maintaining the organization’s well-being.
(Written by Jon Buchler, FEI EAP Counselor)
In part two of a two-part blog, we detail the action steps an organization must take to assist both its Muslim and non-Muslim employees in a hostile work environment. Working with human resources, the organization determines the best approach to smoothing over perceived threats and de-escalating stereotypes alongside its EAP provider. The process results in improved well-being and resiliency throughout the organization.
(Written by Jon Buchler, FEI EAP Counselor)
In part one of a two-part blog, we examine the rising tensions in a workspace as a minority of employees are perceived to receive special treatment by their peers. This minority, identifying as Muslim, are the target of discrimination as world events fuel stereotypes and aggression in coworkers. Management staff must navigate the intricacies of civil rights while also maintaining well-being throughout the organization.
(Written by Gary Skaleski, FEI EAP Counselor)
A company’s employee assistance program (EAP) benefit is an important one, offering unique services to staff in need. Yet, sometimes the specifics of the benefit—what it’s for, what it can do for employees, what it can’t do for employees—are not clearly conveyed.
It’s the responsibility of managers to communicate with human resources on the current nature of the benefit. Did the company switch EAP providers? Do they offer legal or financial services? What about Work-Life? We provide a detailed overview of what EAP generally looks like and encourage periodic review of your company’s own program.
(Written by Julie Sharp, FEI Account Manager)
Managers know communication is the key to a well-oiled workplace, but what happens when employees are faced with an abrasive manager who trades in condescension, disrespect and aggression?
I take a look at Dr. Laura Crawshaw’s book, Taming The Abrasive Manager, and reflect on its message in order to explore what makes an abrasive manager tick—and what can be done about it.
(Written by Freya Cooper, FEI Account Manager)
On December 1, 2016, employers will begin implementing changes in employee overtime and compensation practices. A new class of non-exempt workers will emerge as the ceiling for exempt status climbs higher.
Employers across the country are faced with a big communication issue. How best to talk about the new overtime regulations? Is the information being conveyed clearly? How will the changes impact budgets, salaries and benefits? It is imperative that employers plan ahead and communicate any changes effectively to staff.