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FEI’s Manager Exchange

19 Feb. 2013 Posted by ameulendyke

Understanding Harassment and Bullying

Harassment covers a wide range of behaviors of an offensive nature. It is commonly understood as behavior intended to disturb or upset, and it is characteristically repetitive. In the legal sense, it is intentional behavior which is found threatening or disturbing. Bullying, whether it’s being taunted on the playground or being intimidated by a colleague, can be devastating and cause long lasting emotional scars. Entire work groups can be impacted by bullying behavior as it creates distractions and morale problems. The costs to the workplace can be significant in the form of lower job satisfaction, higher turnover and higher stress levels.

11 Feb. 2013 Posted by ameulendyke

Outline for a Corrective Action Letter

All employees are expected to meet performance standards and behave appropriately in the workplace. Corrective action is a process of communicating with an employee to improve unacceptable work performance after other methods such as coaching and performance appraisal have not been successful. The goal is to guide the employee to correct performance or behavior by identifying the problems, causes and solutions. If there is no improvement or if there are repeat occurrences, corrective action may be appropriate. Remember to contact your EAP Account Manager should you decide to make a job performance referral in conjunction with the corrective action letter.

5 Feb. 2013 Posted by ameulendyke

Post-Trauma Intervention for Employees

Events such as natural disasters, man-made tragedies, violence, death, workplace change, or traumatic experiences all can create significant stress and upheaval for individuals and the workplace. Immediate post-trauma reactions cannot be prevented; and, in fact, a range of reactions is normal. Early post-trauma intervention, on an individual or group basis, has proven highly effective in helping individual employees and the overall workplace manage immediate reactions, return to full functioning more quickly, and minimize long-term consequences.

29 Jan. 2013 Posted by ameulendyke

Last Chance Employment Agreements

Last Chance Employment Agreements are formulated when a company decides to retain an employee in lieu of termination following violations of personnel or company policy where grounds for immediate “for cause” termination of employment exist. These agreements prescribe a number of conditions that must be fully met and sustained by the employee for a specified period in order to continue employment. In certain instances use of and compliance with the company’s Employee Assistance Program (EAP) may be one of these conditions. This represents a “contract” for the employee’s return to work and on-going employment.

22 Jan. 2013 Posted by ameulendyke

When Fitness for Duty is in Question

When an employee exhibits unusual, threatening or potentially dangerous behavior in the workplace, the question of whether the employee is fit to remain on duty in the workplace will often arise. Examples of this behavior include bizarre or incoherent behavior in the workplace, threats of harm to self or others, or physical altercations. A Fitness for Duty evaluation provides a medical/psychiatric determination as to whether an individual can perform the essential functions of his/her position, without a direct threat to the safety of the employee or others in the workplace.

15 Jan. 2013 Posted by ameulendyke

Creating a Culture of Wellness

The number one wellness challenge that organizations have consistently found is a lack of employee engagement in wellness programs. In order to foster employee engagement and create a culture of wellness within your organization, consider the following:

8 Jan. 2013 Posted by ameulendyke

Employee Illness in the Workplace

Everyone deals with an experience like cancer or other serious illness in a different way, depending on their personal coping style and the nature of their specific situation. What is true for one person may not be true for another. When managing an employee with a serious illness, keep in mind that a diagnosis of cancer or other illness is not a death sentence. Today's treatments mean that many people are cured and lead valuable, productive lives for many years after diagnosis. Do not assume that the diagnosis is the end of someone's career. In fact, in some cases people become energized to be more productive and effective after facing illness.

2 Jan. 2013 Posted by ameulendyke

Introducing Mindfulness in the Workplace

Multitasking almost seems like a necessity these days. But it can launch you into the future or back toward the past rather than root you in the present. In contrast, mindfulness teaches you to live each moment of your life as it unfolds. Mindfulness can increase your enjoyment of life, expand your capacity to cope with illness, and possibly improve physical and emotional health.

19 Dec. 2012 Posted by ameulendyke

Holiday Stress Management

As the days grow shorter and darker and the weather becomes colder, many of us may experience the “winter blues.” Once the holiday season is over, it is not unusual to feel a letdown. Common reactions may include sadness, regret, anxiety regarding financial obligations and a lack of energy and motivation.

11 Dec. 2012 Posted by ameulendyke

Using Humor as a Management Tool

To be effective as a manager, you must be able to communicate your mission effectively, provide employees with the skills required to reach that mission, and show that you're part of the team by being approachable and accessible. By possessing good humor skills you are able to adopt a communication style that makes employees feel comfortable addressing issues and bringing new ideas to you. Humor can help to create a work environment that allows employees to perform at peak levels and nurture creativity.

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