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FEI’s Manager Exchange

17 Jul. 2012 Posted by ameulendyke

Employee Substance Abuse Intervention

A recent study from the University at Buffalo Research Institute on Addictions has provided valuable insight into the effectiveness of managerial substance abuse intervention in the workplace. Results of the study suggest that when employees acknowledge the fact that supervisors have both the ability to identify employee substance abuse problems and the willingness to address them, they are less likely to use drugs or alcohol on the job. That being said, proactive training on how to detect drug or alcohol abuse is necessary to assist managers dealing with employees that have substance abuse problems.

11 Jul. 2012 Posted by ameulendyke

Resolving Employee Conflict

Responding to employee conflict can be a complicated and stressful task for a manager. Conflicts between employees can impact entire departments, the productivity of employees, and quality of work. In addition, settling employee disputes creates added concerns for managers, as they are burdened with attempting to settle down hot-tempered workers and secure the safety of all surrounding employees. Although it requires an investment of time and effort, there are steps managers can take to efficiently resolve employee conflict.

27 Jun. 2012 Posted by ameulendyke

Tips for Improving Communication Skills

Effective communication is a skill that many individuals can benefit from improving upon in the workplace. Being an expert in your field or having excellent technical skills can mean little if your communication skills prevent you from getting along with or connecting to employees. In particular, managers with poor communication skills might not receive the respect they deserve from employees, causing them to become less effective leaders.

19 Jun. 2012 Posted by ameulendyke

Managing Employee Behavior

Employees’ behavior at work is frequently seen as secondary to their performance of tasks, but it should be understood that behavior is an important aspect of performance. If an employee has high quality work performance, but has difficulties relating to other employees it can have a negative effect on a work group. Bad behavior is frequently tolerated because the employee does other things well. They might meet their quota, finish projects, surpass a sales goal, etc. These aspects of performance are easier to quantify, but behavioral aspects are much harder to describe and even harder to quantify.

11 Jun. 2012 Posted by ameulendyke

Controlling Workplace Gossip

When co-workers talk about each other behind their backs, it can be ruinously expensive. More is lost than gained, and the price of gossip can be high. Teamwork can be destroyed, morale is deflated and careers are halted. Gossip can clearly become a discrimination issue if it includes commentary about a protected class (racial, ethnic, religious, gender, sexual preference or disability).

6 Jun. 2012 Posted by ameulendyke

Communicating News of Job Loss

One of the most difficult parts of a manager’s role is dealing with workforce actions, especially when the manager is responsible for delivering news of job loss to employees. This responsibility is further complicated when the employees are productive, have worked for the manager for long periods of time, and relationships have been positive. The harsh realization and stress of losing a job can result in a variety of reactions, including emotional ones, since much of our identity and self-esteem are tied to our career. The degree of loss felt and intensity and expression of emotions will differ from individual to individual.

29 May. 2012 Posted by ameulendyke

When Employees Are a Danger to Themselves

People who have suicidal thoughts function at different levels. Some people may think about suicide, but don’t intend or plan to harm themselves. Some individuals move beyond just thinking about suicide and actively plan methods for committing suicide. Those people who are at serious suicide risk are usually struggling with a serious illness, such as depression or anxiety. They often feel hopeless and helpless and are not able to think rationally. They may not want to end their life, but can think of no other way to stop continued, unbearable pain.

22 May. 2012 Posted by ameulendyke

The Challenges of Multi-Generational Caregiving

A growing number of people today are finding themselves caught between the stresses of caring for aging relatives as well as for their children. These individuals are often referred to as the “sandwich generation,” as they struggle to balance the many needs of their children and aging relatives at a time when they are not only busy working, but also preparing for their own futures.

15 May. 2012 Posted by ameulendyke

Considerations for Legal Services

In the past, people generally went through life with little or no need for legal assistance, except perhaps for routine property exchanges or matters relating to wills. Yet, as the economy causes financial problems and life becomes more complicated, legal problems tend to increase and the need for legal counsel often becomes necessary. Unfortunately, most people do not keep a lawyer’s name at hand as they do with doctors or dentists, and the legal process can be extremely costly, confusing and stressful for many individuals.

8 May. 2012 Posted by ameulendyke

Responding and Thriving in Organizational Change

To remain competitive, businesses across the nation are attempting to increase their viability through stream-lining their operations and workforce. Organizational change, such as workforce reduction and restructuring can cause incredible stress on employees and the organization as a whole. In these situations, surviving employees can feel resentment, grief, guilt and anger toward the reorganization and subsequent changes. Although the work environment and culture will be different and subject to change, employees of a changing workplace environment must learn adaptability and skills of change management.