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FEI’s Manager Exchange

16 Sep. 2015 Posted by ameulendyke

A Scenario: The Realities of Managing Cost Containment (Part 1)

(Written by Jon Buchler, FEI EAP Counselor)

James is the director of the medical transcription department for a health care system which operates a large hospital and a sizeable network of outpatient clinics. Three managers report to him and manage over 60 medical transcriptionists. From a fiscal standpoint, the department is a cost center, generating no revenue for the health care system. James has learned through years of experience that he is held accountable for four things: cost containment, productivity, timeliness in getting medical records completed, and keeping errors to an absolute minimum.

3 Sep. 2015 Posted by ameulendyke

Well-Being: Work-Life Balance in the 21st Century (Part 2)

(Written by Julie Sharp, FEI Account Manager)

In part one we introduced the PERMA acronym as a new way of looking at work-life balance, or well-being. PERMA stands for the five essential elements that should be in place for us to experience lasting well-being. These elements, which we choose in our efforts to flourish, are the rock-bottom fundamentals to human well-being. The goal is to increase the amount of flourishing you can accomplish in your own life.

1 Sep. 2015 Posted by ameulendyke

Well-Being: Work-Life Balance in the 21st Century (Part 1)

(Written by Julie Sharp, FEI Account Manager)

The concept of work-life balance is an idea that stretches back to the 1800s, when the need to limit work hours was recognized by the federal government. In the 1980s, “work-life balance” became an official term to describe the ideal balance between work and leisure life to which employees aspired. Workplaces put policies like maternity leave, telecommuting and employee assistance programs into place to support their employees’ quality of life.

20 Aug. 2015 Posted by ameulendyke

Understanding Hostility in the Workplace

(Written by Gary Skaleski, FEI EAP Counselor)

The issue of increasing hostility and violence has grown over the years, noting the rise of mass and individual attacks across the nation. In the workplace, hostility must be addressed quickly to avoid any escalation of anger towards co-workers. Managers are often on the alert and sensitive to signs of hostility among employees, however, it’s important for them to understand how hostility develops so that they are able to determine the best approach to defuse a potential situation.

6 Aug. 2015 Posted by ameulendyke

When Personal Problems Come to Work

(Written by Randall Kratz, FEI Senior Account Manager)

Every day, managers are challenged to motivate, train, problem-solve, correct and evaluate. They are also challenged by conflict, stress, organizational change and employee productivity issues. Some of these productivity concerns can be resolved through training, coaching or process improvements. There may be times, however, when an employee’s work performance is affected by a personal problem. For example, approximately one in five Americans report being treated for depression at some point in their lifetime. In 2013, Gallup reported that depression was linked to higher rates of absenteeism, costing employers an estimated $23 billion in lost productivity each year.

24 Jul. 2015 Posted by ameulendyke

Do You Value Your B-Players?

(Written by Freya Cooper, FEI Account Manager)

“B-Player” employees usually are not sought after by top recruiting firms, hiring managers, or CEOs. In fact, some managers lose respect for B-Players because they can appear less motivated than other employees. Because of this perception they are often under-valued. B-Players are not exactly high performing “A-Players,” nor do they want to be. B-Players serve as equipoise to the high-performing A-Players who are often visionaries in a company. However, B-Players are skillful, solid and can be crucial in the supporting roles they play.

10 Jul. 2015 Posted by ameulendyke

Why Employees Don’t Use EAP Services

(Written by Nancy Vogt, FEI Account Manager)

The Employee Assistance Program (EAP) is such a valuable benefit that it can be hard for employers to understand why employees don’t make full use of it. Organizations that have an EAP provider may already know it has great value as a coaching resource, a career-rescue tool and as a literal lifesaver for employees who are under severe personal and professional stress. So why don’t employees utilize it?

26 Jun. 2015 Posted by ameulendyke

Balancing Work and Caregiving Roles

(Written by Amara Lang, FEI Work-Life Specialist)

According to the Administration on Aging (AOA), in 2010 those aged 65 or older hovered around 40 million, and this population is expected to double by 2030. Caring for an older relative is a concern many employees struggle with, especially during work. This concern sparks questions and fears for caregivers for both the short and long term.

10 Jun. 2015 Posted by ameulendyke

Reducing the Stress and Burnout Factor at Work

(Written by Holly Wasechek, FEI Employee Assistance Representative)

In this day and age, we are constantly being bombarded with demands in both our work and personal lives. Sooner or later, these demands will take a toll on us, and ultimately, our companies. High-stress environments can lead to burnout and high turn-over for stressed workers, costing business more in the long run if they are not addressed properly. According to the American Institute of Stress, job stress due to increased absenteeism, employee turnover, diminished productivity and medical expenses costs U.S. businesses more than $300 billion annually.

27 May. 2015 Posted by ameulendyke

How to Handle Challenging Employees

(Written by Sumaya Kroger, FEI EAP Counselor)

The workplace can be seen as a complex environment consisting of people from all walks of life with different personalities. No workplace is perfect and managers will most likely have to deal with a challenging employee at some point. Just like approaching an issue with a spouse, child, or other family member, it is important to remember some key points in how to address someone whose behavior is disrupting the workplace.