(Written by Nancy Vogt, FEI Account Manager)
Welcome to January, that wonderful month of the year when anything seems possible – at least until your first day back in the office, when you realize there are weeks of freezing weather ahead and not a holiday in sight. While I don’t believe in grand, sweeping New Year’s Resolutions, a few simple changes can help to make the next few wintery months a little more bearable.
(Written by Amy Haft, FEI Senior Account Manager)
Many of you may recognize me as FEI’s Senior Account Manager, but my academic background is in rehabilitation counseling. Rehabilitation counselors help people with emotional and physical disabilities to live independently. They work with clients to overcome or manage the personal, social, and professional effects of disabilities on employment or independent living. A common thread runs through this discipline and Employee Assistance Programs (EAP) when it comes to deciding whether to disclose mental disorders in the workplace.
(Written by Marcia O’Boyle, FEI EAP Services Center Manager)
During the holiday season, managers may notice employees showing signs of stress. This could be for a variety of reasons, but one cause may be that many of us will gather with family and friends we do not see regularly. These reunions can be fun and heartwarming. However, they also can afford us the opportunity to notice concerning changes in loved ones that may not be as noticeable to someone who has frequent contact with these individuals.
(Written by Jessica Key, FEI Employee Assistance Representative)
The workplace is often full of several different people that may have different views and attitudes on workplace practices. As an employee or manager you have several responsibilities not only to do our job well but to make sure that you work well as a team and display a positive attitude. Workplace conflicts are inevitable and will likely occur at some point during your career, but there are things that can be done to ensure that employees are given the best opportunities to be productive, to feel appreciated, and to enjoy coming to work.
(Written by Mindy Beisner, FEI EAP Counselor)
As an employer, if you have suspicion or evidence of domestic violence involving an employee is there reason to get involved? After all, it’s really none of your business. The acts of violence don’t typically happen at the workplace so it’s a personal matter, right? Is your inaction due to uncertainty, lack of company policy, or lack of understanding about the issue?
(Written by Amara Lang, FEI Work-Life Specialist)
We’ve all had moments when it just seems like things in life aren’t going right. A natural response is to look for causes in an attempt to alleviate the problem. External factors are typically considered. However, what if it’s not who or what you’re surrounded by, it’s you?
(Written by Janice Lieber, FEI EAP Counselor)
Do you know that some of the biases or stereotypes about caregivers are that they are female, working only to supplement family income or to get out of the house, not interested in promotion, not committed to the company and not able to keep up with a fast paced working environment? In addition, females are thought to be less capable than their non-caregiver counterparts and males are often not perceived to have caregiver responsibilities.
(Written by Jon Buchler, FEI EAP Counselor)
Julie was recently promoted to Director of Graphic Design at a smaller design studio company. Prior to her promotion, she worked alongside the 6 graphic designers that she now supervises. Julie was hired into the company 5 years ago, together with another designer, Hanna. The other graphic designers had been hired subsequently, replacing staff that has moved on to other companies.
(Written by Julie Sharp, FEI Account Manager)
What happens after you receive that phone call bearing tragic news that you will now have to disseminate out to your organization and employees? It can be overwhelming at best, and difficult to know where to start. In our previous blog, we talked about the assumption of resilience in helping organizations return quickly to full functioning, as well as the consultative and educational nature of the interventions employed. Now we will take a look at the process and overview the specific services that can be utilized to accomplish the goal of a resilient workforce functioning at full productivity.
(Written by Julie Sharp, FEI Account Manager)
What do you do when you receive the phone call that everyone dreads? One of your employees has been killed in an accident over the weekend; an employee has been critically injured in a workplace accident and his fellow employees who witnessed the accident are distraught; a tornado has swept through the area and several employees lost their homes.