Thursday, August 9, 2018

Mental Illness in the Family: Your Employee Newsletter Can Help

A free article for your employees follows this discussion, but visit here to get more free content and start a subscription (if you like--there is no "bill" or credit card needed) to FrontLine Employee newsletter

This post discusses mental illness in the family, how your newsletter for employees can reach out, and tips for how to do it. But the free article for your newsletter is at the very bottom.

Each year millions of Americans are diagnosed with mental illness. And most of them work. Do any work for your company? If you have more than say eight employees, you can bet on it.

Are there employees in your work organization with mentally ill family members? Absolutely. It's probably close to 1 out of 5. Most will keep it a secret, however. That's because there is still a great stigma attached to being mentally ill. And that is not going away any time soon.

Family members commonly feel an overwhelming sense of helplessness and may secretly blame themselves about mentally illness, believing something they did caused the family member’s mental illness. This is especially true of older children and teenagers.

Pre-teens and teenagers are at that confusing time in their lives where they know everything and nothing, act secure but are petrified with worry and guilt. Hormones rage. They are highly susceptible to guilt and suggestion, peer pressure, and mentor influence (a good thing.) They blame themselves for lots of stuff, which is what makes suicidal thinking a significant issue for this age group.

Although small children may be traumatized by mental illness depending on how overt its manifestations are, teenagers are the unaddressed most-guilt-ridden group. Newsletter articles can infiltrate this arena of need.

Since family members are often key to intervention, helping them cope is crucial to helping those with mental illness. Again, use the newsletter to target issues.

Does your company have an employee assistance program? Be sure your employee newsletter guides employees and encourages them to use it. Do so regularly to reduce risk and turnover in your organization.

If your EAP has only a hotline on the back of the insurance card to guide people to an EAP or mental health help, then hold everything, and look for a high-touch EAP in your community to serve your organization. There is one, or phone me and I will locate it for you. This is how you reduce risk in your organization -- from presenteeism to violence. No hotline or managed care referral number will suffice like a "high-touch" EAP with counselors that visit your organization, know your culture, and spot the needs yet addressed.

Employee newsletter articles should be positive. Always put a positive angle on even the worst problems. This is easy to do. Simply focus on the solution after mentioning the problem. Always

Regarding mental illness, encourage family members to be proactive. A good topic to discuss is avoiding the trap of shame and isolation. Push employees  with your newsletter content to reach out for support and a listening ear.

Consider helping your employees with articles that encourage them to avoid the trap of overprotecting a family member from the stigma of mental illness.

Alcoholism is not mental illness, but it has the same dynamic of protection and cover-up and affects 1 our of four families. Tell employees in news articles that the stigma of mental illness is fast disappearing, and new medications for mental disorders are continually being researched. It's true.

Be hopeful and realistic. Many people with mental illness and multiple hospitalizations are capable of holding full-time, responsible jobs with the aid of proper medication and support. 

Don’t ignore the needs of children with your newsletter articles. They may not read it of course, but parents do.

Although mental illness should not be the focal point of a family's life, share information with them that can reduce their fear and anxiety. 

Understand patient responsibility in recovery. A key principal in mental health treatment is patients taking personal responsibility for managing their illness. Help employees not become enablers that undermine this important principle. This includes medication compliance. Family members often unwittingly undermine this dynamic by doing too much "taking care of." Often this is out of guilt.

Encourage care-giving employees to take care of themselves. Encourage them to maintain balance in their own lives. This is a conscious process. It does not happen automatically. Your employees can suffer from lack of sleep, nutrition, exercise, fun, and stress management. This will affect your bottom line and even contribute to turnover, which is very costly.

Also, give  your employees self-help resources. They can take charge, get help, and get the help they need to draw a balance between concern and detachment. Again, your company EAP (if you have one) should be the #1 go-to resource.



Mental Illness in the Family 
Each year millions of Americans are diagnosed with mental illness. Family members commonly feel an overwhelming sense of helplessness and may secretly blame themselves, believing something they did caused the family member’s mental illness. Since family members are often key to intervention, helping them cope is crucial to helping those with mental illness.
Avoid the trap of shame and isolation. Reach out for support and a listening ear. Avoid the trap of overprotecting your family member from the stigma of mental illness. That stigma is fast disappearing, and new medications for mental disorders are continually being researched.
Be hopeful and realistic. Many people with mental illness and multiple hospitalizations are capable of holding full-time, responsible jobs with the aid of proper medication and support.
Don’t ignore the needs of children. Although mental illness should not be the focal point in your family, share information with them suitable to their age level that can reduce their fear and anxiety.
Understand patient responsibility in recovery. A key principal in mental health treatment is patients taking personal responsibility for managing their illness. This includes medication compliance.
Take care of yourself! Maintain balance in your own life. Family members often suffer from lack of sleep, nutrition, exercise, fun, and stress management. Self-help resources can help you draw a balance between concern and detachment. Your EAP can help you find them.

Learn about the illness. Learn about the type of mental illness that affects your family member. Know its relapse warning signs so you can act early if intervention is necessary. 

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Wednesday, August 8, 2018

12 Critical Topics for Employee Newsletters and Internal Corporate Health News Publications

12 Critical Topics for Employee Newsletters and Internal Corporate Health News Publications:


Employees are your company's most valuable resource, but if they are ignored and left unattended to -- meaning without effective workplace communication and reasonable personal development opportunities, then they can potentially become your organization's most at-risk explosive financial nightmare. There are many ways to attend to your employees' needs, but one of the most powerful is a workplace wellness, stress tips, productivity newsletter that they will be compelled to read, and that will find its way home where family members can read it, too. You will see why below with the list of topics shown. This sort of information is what can help employees and family members take steps to address personal issues affecting their lives.Every business organization wants its employees to work with maximum levels of productivity, while experiencing high morale, and thinking like a team--viewing themselves as part of a "corporate family." Unfortunately, this ideal picture of what executives want to can be undermined by personal problems that follow employees to work. There are ways to intervene, and of course an employee assistance program is one of them. However, you need to drive employee traffic to the EAP, and one of the best ways to do it is with a regularly disseminated workplace wellness or EAP newsletter.If you are considering an employee newsletter, here are 12 topics that continue: 
12 Critical Topics for Employee Newsletters and Internal Corporate Health News Publications

Wednesday, August 1, 2018

How to Write Employee Newsletter Articles that Employees Will Delight In Reading

When authoring newsletter content, you have to have a system for generating it. If you do not, you will put your head in your hands, rub your race vigorously, and bite your lip trying to generate ideas. Things will go slow.

If you repeat this experience regularly, even if you have a monthly, bimonthly, or quarterly newsletter--it doesn't matter--you will ditch your newsletter eventually out of frustration. Authoring regular content is simply too tedious. Even I have a hard time doing it with a blog like this one because no one is paying for this content. It take more motivation.

That said, write these words on a piece of paper or a strip of 3 x 5 card.
.....or print and cut this list below. Paste it to the side of your computer screen like this:

  • What
  • Who
  • Why
  • When
  • How
  • Which
  • Example
  • Allusion
  • Simile
  • Metaphor
  • Resource Link
  • Try this
  • Learn more
  • Tips

Post these words where you can see them and they will keep you keep moving on your article idea--like you see here.

Does the title of the article that you are writing create energy -- mental energy -- good or bad that the reader is compelled to expel by reading further and learning more? This is critical.

For example, if I wrote an article and titled it, "Three Ways to Find 24 karat Gold in Your Trash Can Today!", you would experience energy, right? This energy is compelling and you would read the article to satiate it.

The above is an exaggeration of what you are trying to do. 
After reading your article title, a question should challenge your reader to explore and read more. This is a very important dynamic because you have to sell them on what you are writing and its significance to their lives. There are many distractions all around us and keeping your reader glued to the page is really an art.

I can honestly say we have accomplished this with FrontLine Employee newsletter, and one reason is how short and punchy our copy actually is. This is another secret to writing great newsletter copy. We keep the articles between 75 to 250 words. However Most are about 130-145 words. That's plenty to give employees rich content.

See the August 2018 issue right here.

If you can do it, create "How to" articles. The reason for this is, again, interest. An article with this title will have the most interest of all titles.

I really like the "how to format." This format can be created with almost any expertise that you have at this moment regarding a topic. If want to education others about anything you have great knowledge about, you can create your own "How-To" article.

Don't worry about your newsletter articles not answering every question possible. If you are short, punchy, but leave employees wanting more, you will come back to a responsive audience who will not forget what they read. 

Can you see why your human resource program, EAP or wellness center can benefit strongly from a company newsletter while you insert links to amendments that connect to wellness and other opportunities you want them to know about?

You do not need to be dramatic with your newsletter content to get noticed. Consistency is the secret...more frequency, less quantity. Hey, did you know that a monthly 2-page newsletter is 50% more content per year than a quarterly 4-page newsletter? But the 2-page r is more likely to be completely read. This is the secret to program promotion along with short punchy articles.

Can't bare to think or imagine writing a newsletter monthly. It is easy as pie with this product below because we do it for you. All you to is send or amend!

Get a nice download package of information about our editable newsletter, FrontLine Employee is found here

Wednesday, July 18, 2018

Thrill Those Who Read Your Staff Employee Newsletter

Writing employee newsletter articles is not as demanding as most people make it. A few tricks and tips is all you need to thrill your readers with content. This is easier to do that you might think.

A topic of interest must be fast reading and can't put your readership to sleep. Be careful. You can put an employee to sleep with the first sentence of an article depending on how you write it. Do not use the passive voice, which I will demonstrate below.

Articles must be practical, and they must offer useful tips that can be snatched up and used by employees or family members.

I've learned that high-impact articles are written with 80 to 250 words. After this length employees seem drop off the page or go to another article. The good news is that this is easier for you write.

Get a Free Trial to FrontLine Employee Human Resources Newsletter for Employees

I mention family members because newsletters often go home with employees or articles in them, or are forwarded to family members because of their content. (Articles on teens using pot, day care center tips, elder issues, and stress get a lot of forwards.) This engagement leads to opportunities for employees to improve wellness.

As you can see, your employee or staff newsletter put out by your human resources office can create change and help a lot of people beyond your W-2s and 1099s. Yes. Be sure make your newsletter available to part-time employees and contract employees. Why? The reason is simple: These individuals can affect your bottom line. The reason you are distributing a wellness newsletter, staff newsletter, or other type of communication vehicle that solves problems and communicates is because it helps your company. It is that simple.

Get a free trial to the only Employee or Wellness Newsletter you will ever use...that you can amend with your own internal news articles

Back to style. Don't start writing articles with the following phrase: "Have you ever wondered..." This passive voice style tires readers because the must weed through words on the page that are not linked to any topic until they finally arrive at your point! This sort of writing will lose your employees' interest. Also, please, never start an article with the phrase, "When it comes to..." These are amateurish writing styles that will destroy your readership. "When comes to stress management...etc." (Feeling sleepy?) Remember: Like I mentioned above, if your content is boring or tedious, risk to your organization will increase because employees won't read and absorb the useful content you want them to grasp.

Employee newsletters are comprised of informative tidbits. Make sure your employee newsletter includes this goal. The real key to success is the engagement of readers. You want them looking up additional resources, practicing exercises, cutting up the newsletter, and remembering the tips within the publication -- tips for dealing with employees who interrupt, act anti-social, hog all the credit, or behave is myriad of ways that demonstrate 
dysfunctional behavior, tension, conflict, etc.

In other words, your company newsletter is a workforce management tool! (Ok, the secret is out.)

What new information makes sense to be newsletter articles? And what is exciting to your readers? Find those things out prior to writing any article. The last thing that you want is irrelevant information.

If your employees are under stress, be sure to have stress articles regularly. You are welcome to purchase reproducible wellness tip sheets from and use them as content in your company staff or employee newsletter. Better yet of course is just get a free trial to our Frontline Employee Workplace Wellness and Productivity Newsletter.

Avoid cookie recipes in your workplace employee newsletters or other company staff newsletters. Here is the reason why: It is not helpful to the employer for you to take up valuable newsletters space with meaningless information like this. Send it another way. The same goes for jokes and paid ads from local businesses. Don't think that you need "fillers" in your newsletter to take up white space. If that is the case, you need to phone me personally at 1-800-626-4327, and let's get you started with FrontLine Employee for 3-4 months. You won't get a bill.

Some might have overlapping interests periodically in your articles. That's okay. This kind of crossed-information promotes retention of key concepts employee should hear a lot about. For example, I usually mention something about substance abuse several times per year because one out of four employees have a substance abuser in their family.

Keeping the information in your newsletter relevant as possible entails to some degree becoming an authority on various topics, but not overly authoritative. It is not advised to cram information onto your readers, keep concepts simple, and concise. Sincerity and a genuine voice will get you just as far, or further, than technical and boring jargon.

Use these steps to find interesting content:

1) Create a list of wellness and productivity keywords. Use a dictionary if you like. Let's take the words "coping with overfilled inboxes" - 

2) Google this term.

3) You will see this on your computer (this is a screen shot of what I saw):

4) Do you see the words "News"?

5) Click "News" or see "All"

6) News will bring to the most hot stuff going on with that keyword. The more simple the search the more likely you will see news that is hot. And that is your article for the company newsletter.

Are you getting this? Pay attention to what employees like about your newsletter and drift toward the article topics that seem to get the most accolades.

free trial to frontline employee newsletter and free articles for three months

Free Newsletter Article for Human Resource Managers: "Reducing Aggression in Your Email Communication"

If you are like me, the first thing that comes to your mind when you hear the words "workplace violence" is a guy in a factory or some maniac coming into an office building with a gun to shoot up the place.

Indeed, that's about as bad as it gets, but violence has other dimensions to it. You can bet that any employee who does march into an office building slamming open the front doors has had some small, seemingly benign violent interchange with coworkers in the past before the "big one"  finally happened.

Everyday for example, aggressive individuals send hostile and aggressive emails. You many not think much of them, but indeed violence can start here as much as it can occur on the loading dock in a fiery exchange of words.

So what about intervention and education when comes to emails? Your employee newsletter and 
Avoid workplace violence with aggressive emails.
HR newsletter or staff newsletter should consider these types of stories. I have one for you to use below. Include it in your next employee or staff newsletter.

Get a free issue from us if you like and use that to include this content. I want to email me at and let me know if you do or don't get feedback from employees who read it, and whether or not they tell, "Hey, I am glad you send that newsletter out with that article on aggressive emails. I know some people who needed to read it.

If you don't use FrontLine Employee (get a free trial if you like) and/or paste this content into your own template. 

Please note: There is no attribution necessary for this article if you create a link on your web site somewhere that says. "Article used courtesy of with link to [ ]." You do not have to make this conspicuous or obvious to anyone. Just place it on any page where search engines crawl web sites 24 hours a day can see it. That could be almost anywhere. Your Web master will know what to do. So, the article is free and this small but highly appreciated favor will help us to keep posting new articles in the future. Thank you!


Reducing Aggression in Your Email Communications

Avoid email blunders that can accidentally send the wrong message, communicate aggression, or demonstrate emotions that you do not intend to send by practicing "emotional proofing." If you are angry, upset or "PO'd", do not send an email immediately. Compose it. Walk away from it. And do something else like take a bathroom break, eat lunch, or attend to another business matter out of the room
. After ten minutes or more, revisit your email. Do you still want to send what you wrote? It is more likely that you will edit your email. You'll be shocked at what you wrote, and you will want to "turn down" the emotional volume and aggressive tone within it. This emotional proofing of your communication--as opposed to grammatical proofing--allows you to remove "emotional mistakes" you would rather not send. (By the way, this works with other emotional content that you may unwittingly perceive as positive. For example, do really want to send that "love email" to the coworker down the hallway and risk being accused of harassment? Harassment is, in fact, another form of workplace violence. For extra super-emotional proofing of your communications, send your email to yourself first. Then tomorrow--that's right, the next day--read your email. It is nearly guaranteed that you will make significant changes. And you will sigh with relief that you did so.

Friday, July 13, 2018

Free Employee Newsletter Article


Terms Options: 1) Free to use without attribution or copyright if you place a link on your company Web site to []; this does wonders in the search engines, please consider! We also pay $25 courtesy fee for this link! 2) Use article and add author name in this way: "Daniel Feerst, MSW, LISW-CP" ----------------------------------------------------------------------------
Water Safety for Children
Ten people per day drown in the U.S., and 20 percent are children under the age of 14. More children accidentally drown in lakes, rivers, and oceans than in pools, with younger teen boys being most at risk. Don’t underestimate drowning risk by leaving children in the water unsupervised, even if they can swim. If older children babysit, be sure they are not distracted by playful peers or other activities. No money for swim lessons? Start with free videos easily found online that show how to teach your child to tread water. Source: Centers for Disease Control
Rationale for this article: This article will possibly save a child's life this summer. It represents the type of content your employee/staff or HR newsletter should include. Employee newsletters and staff newsletters always find their way home to spouses and partners. Hence, articles that reach out to help families with health and wellness also help employees. The life saved by this article will never be known because it never happened. So much in health and wellness and injury prevention includes this "you can't prove a negative" dynamic. No matter. Rest assured if you use this article that you taken a step to preventing tragedy. That should make you feel good indeed. Get more effective articles and let us give you a subscription to Frontline Employee -- America's only reproducible, editable, customizable, and re-nameable workplace wellness newsletter. Go here to get a subscription right now. It's free. You do not have to pay now. Pay in three months, or ignore th invoice. We're easy.

Monday, April 16, 2018

Help Employees Bounce Back After Disciplinary Actions to Reduce Risk, Lower Turnover, and Increase Productivity

No matter how well employees do their jobs, chances are they will have a corrective
employee sad and crying after a corrective interview with boss
interview someday with their supervisor at least once--if you're an above average worker, your chances increase that a mistake will come someday because you aren't playing it safe all the time.

As an HR manager, use your employee health, wellness, and productivity tips newsletter (I hope you are distributing your own. It's easy.) to help disciplined employees bounce back from that awful interview with the boss.

Use these tips or re-write them to fit your situation and help workers stay positive, make the needed corrections, value the feedback that came from their boss, admit their mistakes, communicate better with a supervisor in the future, head problems off early next time, and bounce back with resilience from the ego-slapped feeling of being verbally corrected -- OUCH!!!.

Consider these five tips on managing corrective interviews like a champ.

Trust your ability to succeed. Being corrected isn’t pleasant, but if you have a successful track record, a corrective interview can’t take that away. Use this knowledge to detach from feelings of dread so you can focus on what management has to say.

Remain calm.
Listen and keep notes. You don’t have to refute everything you disagree with now. Consider a second appointment to raise concerns, or compose a memo to tactfully refute points raised in the meeting. Don’t try to take control of the interview away from your supervisor in a fit of emotion.

Accept reality. Corrective interviews are management tools, not disciplinary actions. They happen, and mostly for good reasons. Try to understand management’s perspective, even if you disagree. Don’t attack a supervisor for correcting your performance. Don’t hesitate to ask for clarification on what you don’t understand.

Supervisors don’t enjoy corrective interviews. Understanding that your supervisor does not take pleasure in correcting your performance can help you avoid feeling “picked on.”

If they’re right, they’re right. It is possible to leave a corrective interview thanking your supervisor for feedback. Affirm your intent to perform satisfactorily. Add your own suggestions. Cooperation demonstrates professionalism, and it will be remembered. It might also be reflected in your annual performance evaluation.

Resilience is about getting the right perspective, finding a way to step back from very uncomfortable event, and quickly doing what it takes to feel good again while retaining all the necessary lessons. There are several ways to do this.

Make up your own schedule to meet periodically with the boss. Take a list of essential functions with you on a sheet of paper and discuss how you are performing on each one. Repeat this process every three months--we are talking about a 10 minute meeting, and get feedback. Make it conversational. Don't drill your supervisor with a checklist!

To download some free newsletter content, go to Frontline Employee Download Page.

Thursday, January 11, 2018

Reach Out to Families with Your Employee Newsletter Articles

From January until June, it’s a race with the family. There is only one break in six months until the end of school, so families are busy with life.

Consider topics in your employee newsletter with hard tips that they can use to help their lives be easier. Also, do not forget to mention the EAP or your company’s employee assistance program if you have one. So helping family members, and promoting the EAP can boost your utilization and program impact. When parents have teen problems, it is usually in the Spring when it gets warmer, and social activities intensify. This is when you will see more alcohol abuse, pregnancy, panic about grades, sports injuries, and life dramas. Here is an article to use. If you place this on your Web site, please give us a small back-link to

Home Stretch to Higher Grades

Four months down, five to go. Is your child on track for a successful school year? If not, don’t panic – there’s plenty of time to stage a New Year comeback. Your job is to provide coaching, encouragement, and some discipline. Schoolwork can turn into meaningless drudgery when it’s not connected to real-world outcomes, so tune in to your child’s emotional triggers and find areas of interest that you can use as leverage. Defeat discouragement by breaking up the remainder of the year into manageable, short-term goals that build to your year-end goal. Demonstrate the usefulness of schoolwork by showing how skills learned in school apply to your child’s hobbies or career interests, and help your child to recognize opportunity within adversity. Build good work habits by carving out scheduled study time in 30-minute blocks with a 10-minute break between blocks. Staying on top of daily workloads will help your child avoid the stress of last-minute cramming. Make sure your child has a designated work area that’s free of distractions such as television and cell phones. Use a planner to prioritize daily assignments. If materials have a way of getting lost, spend an evening developing a good system for filing and organizing class work. Step in if your child is spending too much time on social Web sites such as Facebook.

Subscribe to FrontLine Employee newsletter here.

Tuesday, January 2, 2018

Help Employees Win With Their New Year's Resolutions!

True or false--employees who succeed with their New Year's resolutions will be happier and
image of employee on scale weighing self as part of new year's resolution t lose weight
healthier workers? Most people would guess true, generally. After all, it's simple logic.

So, why not help them by using your employee newsletter as a motivator? Of course!

Many people make New Year's resolutions - in fact 60-70% of people do according to many research studies. And for those that don't formally decide upon a New Year's resolution, you can guess that they thought about it, are thinking about it, or at least are hoping for something new and greater in the coming year. So, let's give employees what they really need and probably want--a better shot at success. Your company will reap healthier, happier, and more productive employees as a result. So, keep reading.

Personally, I like articles that delve deeper to give employees more useful content--tips and how-to's that they can apply right away and sink their teeth into the results. This was the whole point of Frontline Employee workplace wellness newsletter. That's what I promise you when you subscribe.

When it comes to New Year's resolutions, most people fail within a month or two. No surprise there. But the reason why is up for debate. After reading and studying this issue as a clinical social worker and health writer, I will tell you why: The reason is simple but insidious--I call it "inertia of non-attainment." This is a complex dynamic. Something you want and desire is juxtaposed against your experience at never having achieved or attained it yet. This inertia or experience, or rather lack of it, produces self-doubt. Simply put, it's not believable to the degree necessary to overcome the script of doubt and the negative self-talk scripts that bubble up from it.

When we try something new, we must fight our natural belief that it will be hard to accomplish or that risk of failure will may high. This mental preparation for failure is a defense mechanism to prevent the pain of disappointment. So, we tend to fight against our own desired pursuits.

This expectation or concern over failure, as natural as it might be, is a set up for failure. When it happens, secretly, we are not surprised. 

Employees or anyone else who desires to attain a valued goal is literally fighting their own negativity in order to succeed. To really succeed with a New Year's resolution or any goal that's new, valued, and exciting, one must believe in the certainty of the result. How do we get to this point. It sounds great. Imagine, not a thought of uncertainty. This is a tough assignment for one's mental willpower, but it is easier to implement than most people believe.

Here is an article to help your employees begin the process of sticking to their New Year's resolutions. You will see right away that it deals with scripts and subconscious mind in a way that penetrates these pesky things to help disintegrate negative scripts. That's the goal of this free article from Frontline Employee newsletter.

Click here to download the free article or copy the text shown below.

Title: Believe In Your New Year's Resolution

Text: There are many reasons for not accomplishing a New Year’s resolution, but one you may not fully appreciate is a lack of belief in your ability to be successful. You may want and hope to be successful with your goal, but a barely noticeable, negative self-talk script doubting your ability will make your goal elusive. Fight negative self-talk scripts, which you can assume will creep up on you, by practicing affirmations that inoculate you against them. An affirmation is a positive statement that you declare to be true and that you rehearse frequently in a manner that allows it to sink in. Think of affirmations as “software for your brain.” Assertiveness, determination, feeling that success is inevitable, quickly dismissing setbacks, and ignoring others’ negativity are critical skills in achieving any goal. A gut belief in your anticipated success, made possible by affirmations, allows these skills to carry you to the finish line.

Print the brochure for Frontline Employee.

Wednesday, November 22, 2017

Use Your Employee Newsletter to Connect Employees to the Community to Support Important Causes All of Us Depend Upon

Your employee newsletter is a wonderful vehicle to support community projects and organizations everyone depends on. So, a great content idea for your newsletter is stories that encourage engagement by employees and also reap the goodwill from your community.

Any project that supports first-responders like police officers is a good one to consider. I am not talking about encouraging donations to non-profit groups. That would not fly very well in a staff newsletter or other employee newsletter. Instead, I am talking about fun runs, symbols of support, and the like.

Let's discuss it. Although community policing is often controversial in the news, we know that everyone one depends the cops. It is the thin blue line between communities and anarchy.

One project that is celebrated every year but rarely discussed in the news--and I bet you do not know about it--is Project Blue Light. This is

image of a police officer for this article about project blue light, a great content for an employee newsletter
good employee newsletter article (see below) and one for your company newsletter to mention, especially during this time of year when it actually gets publicity. Even major news outlets like CNN will probably not mention it, so you will naturally look like a genius if you do. That's just a bonus! :) -- Also, don't hesitate to contact major media outlets in your town or fax a memorandum to your local radio or television station that you are encouraging employees to participate in the following. I guarantee there is a strong likelihood that you will get free publicity.

So, let's talk about PROJECT BLUE LIGHT.

During the holidays, the idea is to put a blue light in your window as a tribute to police officers and law enforcement officials who have given their lives in the line of duty. Over 32,000 people in the United States right now have a missing family member because of an officer who was killed in the line of duty. Many are children.

In honor of this ultimate sacrifice, here is an article below for your employee newsletter during the holiday season.

If you can, please place a link to [ ] someplace on your web site that will create a back link to our home Web site. It does not need to be conspicuous or obvious. Then, when search engines like Google "crawl" your Web site, they will see it, it this increases our authority. In turn, this will help us be more recognized and allow us to continue this blog to your benefit. Thank you in advance. Your IT web master knows how to do this.

Article for Free Use:
Project Blue Light is observed nationally every year to serve as a memorial to fallen law enforcement officers. Project Blue Light asks communities to display blue lights throughout the month of December to acknowledge and show their respect for those whose lives have been lost in the line of duty. By participating in this annual campaign, communities are able to show their appreciation and provide encouragement to the dedicated men and women who patrol the streets every day. Project Blue Light started in 1989 after Mrs. Dolly Craig decided to put two blue lights in her window during the holidays to honor her son-in-law, a Philadelphia police officer killed in the line of duty, and his widow, her daughter, who had recently been killed in a car accident. Learn more at:

To obtain your own easy, editable, web-usable internal staff newsletter that you edit, amend, delete, re-name,  (the same exact one used by the U.S. Senate of the United States, State of New York, and places like the Seattle School District, and others..) go to this link:

Sunday, November 12, 2017

Use Employee Newsletters to Discuss Productivity Laws for Impact and for Kicks

Have you heard of Parkinson's Law? It was first coined by British author and historian C.
Parkison's Law states the amount of time given for a tasks is  used completely
Northcote Parkinson, writing for The Economist in 1955.

The law states that "work expands to fill the time available for its completion.” Have you experienced this phenomenon?

A better question is have you seen employees who are given an assignment with plenty of time to complete it, but still manage to only get it to you barely on time, or even late? This is the Parkinson's Law in action.

Your employee newsletter is a magical tool to educate employees about productivity principles like this one within a workplace wellness context. Improving productivity, reducing stress, sharing the information with others, and having a chuckle or two are exciting reasons to educate your employees about productivity laws that cleverly (more so than others) define our lives. 

A bit of research on productivity laws discovers that there are actually nine different productivity laws commonly cited in time management literature and personnel management training. You've heard of Murphy's Law. It happens to be one of these nine.

In the future, I will share more about these laws of cause and effect with you, but the employee newsletter article idea I would like to recommend is composing a simple article on this topic right now. Make it about 100-120 word range. Remember, it is my recommendation that you never have employee newsletter articles that extend beyond 250 words, and keep most in the range of 120-150 words.

When you research these productivity laws, you can make a strong impact with your employees as I have done here taken from a newsletter article I wrote several years ago.

Have you heard of Parkinson's Law? Simply stated, the law states that "work expands to fill the time available for its completion.”  That’s the observation made by the British author and historian C. Northcote Parkinson, writing for The Economist in 1955. The few who are able to overcome this productivity-killing phenomenon are able to work so efficiently that they seem to have magical powers. Here’s how to join this elite group: Shorten the amount of time required to complete a task and correspondingly increase the urgency of completion by promising it sooner. You will develop more efficient work habits with this intervention, and you will find more free time in your life that you struggle to find right now. A simple way to work with this principle is to take a kitchen time and set it for say, thirty minutes and tell yourself you will finish a project before the bell goes off. The move to your next task and repeat the strategy.
Subscribe to Frontline Employee -- a newsletter you can distribute to the workforce, rename and call your own, and  finally have an on-time, highly visible EAP newsletter for improved utilization and program preservation.

Wednesday, November 8, 2017

Don't Forget to Mention Your Company's Employee Assistance Program in Your Company Newsletter

Does your company have an employee assistance program? An EAP is a  structured approach to managing troubled employees whose personal problems may affect job performance. EAPs are strictly confidential so the attract the most at-risk employees to seek help for personal problems. EAPs are free, company-hosted, and because they address substance abuse issues, are often governed by federal drug and alcohol confidentially laws. Assurances are given to employees that use of the program will not interfere with an employee's job security, promotional opportunities, or job duties. EAPs however are not a "safe harbor" from disciplinary actions.

EAPs, in their most viable and cost-benefiting form, reduce risk-exposures associated with a broad range of employee and supervisory behaviors.

EAPs follow the "EAP Core Technology." These elements were first conceived in the mid-1980's as a set of activities or foundational services that are unique to the Employee Assistance Program industry, and which set EAPs apart from all other professions.

You may be very aware of your organization's employee assistance program if you work for  a large work organization with an EAP Director who is very visible throughout the organization. This is the traditional EAP model as it was originally conceived--and it arguable the most effective  Or, you EAP (may be a hotline found on the back of your company insurance card.

Nevertheless, make periodic mention of your organization's employee assistance program in your internal company newsletter, or employee newsletter for the sake of increasing program utilization, encouraging employees and their families to use the program, and reducing risk to the organization.

In your employee newsletter, discuss confidentiality regularly, how to access to the EAP, types of problems for which employees can get help, fees, etc. You EAP may be only an 800# on the back of the company insurance card. (This is unfortunate, but begin training and educating employees as to the importance of seeking help for personal problems.

How to Find Newsletter Articles on Hot Topics

When I need to author an article on a hot topic, googling usually leads me to a bunch of web sites that won't do much good. What's better are news articles that are hours old or press releases that actually are meant to be copied and inserted into news publications like you internal company newsletter. Here are the steps for doing this successfully. There are only two.

1. Google the general term you are looking for. Example "Being More Tolerant in the Workplace"

2. Click on the news tab you will see at the top of the page under the browser button. See image below.

3. When you click news, you will begin to see very recent news articles, and even press releases.

Here are the finds. Try it yourself. But as you can see above, there is one that says "How to Encourage Workplace Tolerance." You can get your ideas there. Also, try "press release" (use the quote marks!) and combine that with the key word. Let's try it "Press Release" + How to Be More Tolerant of People in the Workplace ........and the results are below.

See the article on Neurodiversity. Wow, I am going to use this in the next issue of Frontline Employee (brochure.)This subject discusses people with different intellectual capabilities and cooperating with different levels of those abilities in the modern workplace. See? You have a nice path to a great article there. If you do not see a press release (ah shucks), simply create a quick outline What, Why, Who, When, Where, How, and formulate an article around it. You will do fine with just a little practice.

To make your life really easy by subscribing at a low rate to Frontline Employee or just get a free trial here.

Monday, November 6, 2017

Free Articles for Your Newsletter: "Do You have An Unacknowledged Success Phobia?"

I am happy to give another article for your newsletter (below!) You will like this one.

After writing employee wellness newsletters for 24 years, I can tell you one 
certain fact: If your job includes other duties along with managing your wellness, employee, or company newsletter, it can create enormous strain.

Strain is worse sort of stress.  Strain is composed of three things: 1) taxing work requiring effort for which you are constantly interrupted; 2) the inability to control when you'll do the work, how much you will do, and the pressure of a deadline that will not get off your mind; 3) repeating the work with another deadline after the last one is complete; 4) waffling with a decision to either procrastinate to reduce stress or act on the work to relieve the stress; 5) and one more thing--having it on your mind interrupting your normal everyday thoughts--this is called thought intrusion. And it can ruin weekends. In other words, there is little escape except for the few days following the completion of the work. Then the crescendo builds again.

Instructions; Please place anywhere, somewhere on your web site the following link to [ ] in exchange for using the following copyrighted article (unless you have already done this in the past.) Note: You do not have to put any copyright or attribution information in your newsletter to use this article. It's free to use, edit, amend, etc. All we ask is a back-link somewhere on your web site (anywhere at all) where search engines can see it to help us improve rank and help others.

Article (copy with mouse and enjoy).


Do You Have a “Success Phobia”?

Once you are past the fear of failure and are taking action to succeed with your personal goals, your next challenge might be overcoming the fear of success. A close cousin to the fear of failure, which sabotages motivation to take action at all, fear of success sabotages goals by having you take the wrong actions. The reasons, however, are the same — the deep-seated belief that what is desired is not really achievable.

Fortunately, intervention strategies abound to tackle this natural foe. (Note: If the following really is a frustrating pattern for you, don't stay miserable. Talk to a professional counselor or pick up book on the subject of goal attainment.) Common symptoms of fear of success generally are associated with self-sabotaging actions: procrastination or perfectionism; avoiding risks with promising rewards; feeling as though good things will not last; feeling unable to make a decision in pursuit of a goal; excessive worry about mistakes you haven’t made yet; repeatedly forming relationships with the wrong people; and, blaming yourself for things that go wrong rather than taking action to obtain a better outcome.
Subscribe to Frontline Employee (fax back page four and pay later or cancel or just get a free trial!) and reduce the strain of newsletter management -- You'll get a refund if your life does not change for the better instantly, all the way through to the last issue! ~ Daniel Feerst, BSW, MSW, LISW-CP Founding Publisher.

Friday, November 3, 2017

Free Article for Your Newsletter

Here is the latest free article for your employee or company newsletter.. Please place a small link to [] on your Web site - anywhere, no matter how small, is fine in exchange for using free articles.  Experience how unbelievably easy it is to keep up with a newsletter by download a free employee newsletter kit and/or getting a free trial to Frontline Employee Newsletter at

Building Resilience to Prepare for Stress

Don’t wait until you are on the skids with stress. Start beating it back before it arrives by building resilience. Building resilience is not a passing pop-psychology fad. The American Psychological Association has weighed in on the strategy and endorsed a 10-step approach. How many of these tips do you follow? Which ones would be good to work on more? 1) Build effective, supportive relationships with others. 2) Avoid “catastrophizing” (seeing crises as insurmountable). 3) View change as part of life, with new opportunities accompanying it. 4) Be proactive. Move toward your goals. Don’t let things just happen to you. 5) When faced with problems, act decisively. Don’t just go with the flow. 6) In the midst of a crisis (or sometime soon after), ask yourself, “Can this event change my life for the better in some way?” 7) Nurture a view of yourself that includes the ability to withstand adversity. 8) Practice not zeroing in on the worst part about a crisis or adverse experience. 9) During a tough time, practice looking forward to the hoped-for conclusion and resolution while avoiding the visualization of your worst fears. 10) Take care of yourself by maintaining your physical and mental health, because this makes it easier to bounce back when adversity strikes.

Wednesday, November 1, 2017

Use Your Employee Newsletter to Inspire More Effective Relationships with Managers

If you have not heard the common quip, that employees don't leave companies, they leave their supervisors, then you've missed this discussion in hundreds business articles about employee morale and productivity. Google: "employees don't leave companies, the leave bad bosses."

It's nearly accepted management science these days conflict with the supervisor is the key reason employees quit. It's all about relationships is another way to put it.

This creates a big opening for your employee newsletter or company newsletter, and the sort of workplace wellness articles that can help your employees and supervisors build better relationships. This is not to say that trouble and difficult supervisors should not be fired, disciplined, or "rehabilitated", but employees may be able to manage relationships more effectively, even with difficult supervisory relationships as a way of reducing stress and remaining with the company. The goal for human resources is reducing turnover of course.

Employees are constantly complaining about supervisors. I might be that the supervisor is too strict, unavailable, too new, too old, too aloof, a terrible communicator, a sexist, a bigot, hates kids, hates men, is a woman-hater, never around, plays favorites, does not do performance evaluations that are now years behind . . .at the list goes on.

With this said, here is an article that you may be able to draw ideas from to help you create an employee newsletter with interesting and helpful content. (To get a free trial to Frontline Employee, visit our product page. )

So would it not be helpful to offer guidance to employees about how to get along with their bosses better.

Article: Your supervisor has suddenly asked you to work overtime again, but you don’t want to “rock the boat” by complaining. This is a repeating issue, and you feel anger. Do you remain silent or communicate with your boss so the impact on your life is understood and adjustments negotiated? Many employees suffer in silence because direct communication is too challenging. Supervisors can’t read minds, but most are surprisingly open to negotiating workload issues. So before you seethe in silence, try calmly asking: “I’ve noticed that lately we’ve been working overtime consistently and wondered if I should plan for this from now on?” This often sends a signal that maybe too much is being asked of you. Your supervisor also has the opportunity to explain why you need to work overtime again.  This process is called “opening a dialogue.” It’s the first step to understanding why your supervisor may do or say certain things. (Opening a dialogue is often a missing element in relationships, both at home and work.) In a fast-paced workplace, supervisors may not realize the impact of their decisions on those they count on. But most do count on you to step forward and share your concerns. There are other benefits for calmly and honestly communicating with your boss, the least of which is opening a new path of communication that may not have been there before.

Friday, October 27, 2017

Subscribe to Frontline Employee Newsletter and Let Me Solve All of Your Internal Company Newsletter Needs Forever and Ever, Amen Brother!

I am the author of this blog. I post content here to help you, (you can get 30 articles with no need to mention copyright or supply attribution here for your own publication--click free preview button) but let me give you a direct sales message. Buy Frontline Employee. Let me tell you my story: I created this newsletter because I was in deep trouble promising my employer in 1999 that I could write an on-time monthly newsletter for Arlington County Government and Public School System. I couldn't.

I started writing it at home on weekends. Working at home and also going to work five days a week was a bummer! Then it hit me. I asked my boss, Dodie G. if I could continue writing the newsletter, give it to the school system, and sell to other companies like yours as my own product. She said yes! I couldn't believe it. This newsletter started selling fast. I obviously hit a nerve with companies nationwide because they all had the same problem I had.

Today, I am full time employed and work out of my home. I quit the job in May of 2002. (I also started a tips newsletter for supervisors called Frontline Supervisor.)

I now write content and publish products for human resource personnel and employee assistance programs. You can see all of the stuff I resources I produce for HR managers here.

This newsletter is the most awesome helpful product that I have produced, and it helps the most people--with about three million readers monthly. I have had paying subscribers from New York to Beirut, Lebanon. From Japan to Trinidad & Tobago. This product allows me to make a contribution with my education and background, so I get a lot of satisfaction out helping companies help their most valuable resource -- people.

So, because I am a licensed clinical social worker with 30+ years of hard core in-the-trenches experience, I still help people by authoring the content.

My back ground includes working drug and alcohol detox units, conducting sexual offender assessments inside the walls of maximum security prisons, critical incident work post 9/11 at the Pentagon, running internal, external, and contracted employee assistance programs, appearing in major television and news stations, private practice psychotherapy, working with schizophrenics in half-way houses, working in public outpatient mental health, guiding family members in drug and alcohol interventions with families (I still do that--see this orientation video), and dozens of other experiences.

I got my start as an employee for the U.S. Central Intelligence Agency. I am the first social worker--ever to be hired by them to work in their Office of Medical Services at Langley, VA. I worked with drug and alcohol addicted CIA employees. (There was nothing secret about my job.) That's pretty cool history for the social work profession.

The bottom line: Frontline Employee is the only Wellness Newsletter in the United States that is owned, authored, and published by a real, active, graduate-level licensed mental health professional with extensive experience in real world mental health and wellness problems.

I am still licensed in South Carolina as an LISW-CP. I have a BSW, MSW.  So who is subscribing to this newsletter after my authoring for 16 years? Subscribers include: the U.S. Senate, U.S. House of Representatives (yes, separate subscriptions), the state of New York, small and large companies nationwide, the Seattle School district,the City of Alphretta, Georgia, dozens of American health systems, hospitals, colleges and universities, employee counseling and employee assistance programs, managed care companies, U.S. Army installations, Canadian companies, and more.

Let me have you has a subscriber! can three months for free! I won't even bill you. You tell me later if you want to subscribe! Don't worry, you won't owe thing!

Friday, October 20, 2017

October Topics in Frontline Employee Newsletter

Frontline Employee addressed the following topics last month. Here are a few words from each article to help you evaluate the newsletter as a resource for your company.
Get a Daycare Stress Checklist
Most parents worry about the safety and security of a daycare center before using its services for their child. Although visiting and talking with other parents can alleviate concern, consider a checklist. Gather a few examples and develop a customized checklist of items that are important to you. . . . more.

Teens and Steroids: A Bad Combo
Warn your teen about the dangers of using anabolic steroids to promote muscle growth. These substances can lead to serious health problems, even death. . . . more.

Is Your Child the Bully?
The federal government has established a dedicated Web site to help stop bullying in schools. It combines the best of the best tips in a simple helpful resource....more.

Avoid Shared Workspace Conflict
Do you share workspace—a desk, space around a desk, or a room? Millions of employees do. If conflict over shared space is a problem, create an agreement (“protocols”) for use of this space. . .more.
Frontline Employee Newsletter

How to Prepare a Winning Report for the Boss
If it hasn’t happened yet, someday you may be asked to write a report at work for your boss. If you are not a report-writing guru, you might wonder how it should look. The following time-tested tips will help win the day with most presentation reports if you have not already been given a model to follow. . . .more.
Frontline Employee Newsletter

Helping Someone Addicted to Opioids …or Other Drugs
An opiate addiction health emergency exists nationwide. Here’s how to help someone addicted to these or other substances of abuse: 1) Accept that enabling is initially part of any close relationship with an addict, 2) Learn how enabling helps addicts avoid seeking help or admitting they need it. 3) Stopping . . .more.
Frontline Employee Newsletter

Soft Skill to Know: Staying Energetic
Being energetic at work is more than avoiding the sluggish feeling after lunch. When you’re energetic, you possess and exhibit energy in abundance that’s an obvious part of a vigorous work style and temperament. Employers value energetic employees for a key reason—their energy is contagious as they engage, create, and participate effectively with teams. . .. more.
Frontline Employee Newsletter

Is it Burnout or Depression?
"Burnout” was first coined in 1970 by an American psychologist who applied the term to exhausted health professionals. Now it is applied to almost any job or professional. Be cautious. Research published by the National Institutes of Health this year showed...Learn more about
Frontline Employee Newsletter

Friday, October 13, 2017

Employee Newsletter Ideas That Reduce Risk for Employers

It should come as no surprise that employers put a great deal of time, effort, and money in to recruiting top-notch talent. After locating the best of the best, gears shift toward retaining employees, and many companies go to great lengths to do this. One way organizations create a retention plan is by regularly asking current team members for ideas they can use to improve and make their workplace even better. 

Time and time again, employers are told that increased communication would make a world of difference from the vantage point of employees: “According to a recent survey conducted by Survata, more than 70 percent of employees want their companies to improve how they communicate information” (Lococo, 2017). It’s because of this call to action for increased communication that employers are scrambling to share information as frequently as possible; often, employers turn to employee newsletters as a valid solution. What employers fail to realize is that employee newsletters are a fantastic tool to use to reduce risk and protect the bottom line for their organizations as well as meeting increased communication goals.  
The Inception of the Company Newsletter

At first, writing a company newsletter seems like a great idea…it will help fix the company’s communication issues after all, right? Soon, though, the creator of the newsletter realizes just how much time and effort has to go in to writing and editing the document to send out even one newsletter. It’s a cumbersome task for sure. 

It’s at this time, it’s important to understand exactly why company newsletters are so important and why the effort is worth it! It’s also important to realize that it’s not just the employees that benefit from having a newsletter. Employers significantly reduce their risk by writing a newsletter that touches on hundreds, if not thousands, of important workplace topics. Having a long list of employee newsletter ideas is also extremely important to ensure topics are relevant, informative, and benefit both the employee and employer.

How do Newsletters Benefit Employers?

Not only will the creation and distribution of a newsletter help increase communication between employers and employees, but it will also help protect the bottom line. Here are just a few ways both the organization and team members can benefit from regularly distributed newsletters.

·       Business Value: Newsletters can be used as a vehicle to share lots of information. They are a great way to share updates to the organization’s mission, vision, values, goals, and objectives. When team members understand fully the direction the employer is driving toward, they are better able to stay on target and help meet those goals.

·       Metrics: There is nothing more frustrating than working for an organization that doesn’t provide detail as to how on track employees are to meeting company metrics. After all, “…employees actually want to see the results of their work. They want to have that concrete object that they can rest their pride on. They need to see the results with their own two eyes” (Halvorson, 2013). By providing regular updates within the newsletter, organizations can share messages about specific areas in which the organization is struggling. The team can then focus on moving closer in the areas the organization is failing to meet metrics, and close the gap between current status and desired outcome.

·         Connection: “Having a monthly company newsletter can do a lot to encourage the different parts of your business to pull together” (Taylor, 2017). Working together and understanding what others in your business do (especially as the business grows) is so important. It can also spark conversation and reduce repeated work between departments when everyone is informed about what other team members are working on.

·         Training: To keep great employees, organizations consistently need to offer training that will benefit them and help move them to the next level in their careers. By sharing training opportunities in the newsletter, an organization shows its investment in employees, that there are advancement opportunities, and that they are willing to do what it takes to retain excellent team members.

·         Safety & Compliance: Topics can always include workplace safety and compliance topics. Providing information about improved wellbeing in the workplace can help reduce injuries, missed time from work, can help improve the lifestyles of employees, and will monetarily protect the bottom line.

·         Employee Engagement: Keeping employees engaged is the easiest way to improve retention and reduce recruiting costs. By asking employees to share their employee newsletter ideas you can ensure they are reading about topics that are important to them. You can even ask them to contribute as writers! Additionally, you can use this as a tool to share great news: birthdays, anniversaries, promotions, births, weddings, and more. Positive news will build morale and may be the reason some employees glance at the newsletter to begin with, and will likely keep them coming back for more.

·         Retention: It should come as no surprise that employees who have a sense of purpose, are engaged, feel that there are advancement opportunities, are encouraged to train, feel they are valued, and believe in the work they are doing stay with an employer longer. Sharing these opportunities with team members via the employee newsletter will help reduce retention, thus positively impacting the bottom line by reducing the recruiting spend. 

Employee Newsletter Ideas are Endless

There are so many topics that can be valuable when shared with team members that the list of employee newsletter ideas goes on and on. Important topics can vary widely and include some of the following:

  • ·         Workplace Communication
  • ·         Worker Productivity Tips
  • ·         Family, Home, and Community
  • ·         Personal Fitness and Emotional Wellness
  • ·         Personal Effectiveness and Goal Achievement
  • ·         Team Building
  • ·         Improving Relationships with Your Supervisor
  • ·         Stress Management
  • ·         Getting Help for Personal Problems
  • ·         Workplace Safety, Injury Prevention, and Recovery
  • ·         Customer Service and Related Stress

Each of these topics is significant in that they will help team members to feel energized, will improve morale, and will benefit an employer’s bottom line by creating an engaged and empowered environment. 

Employee Newsletter Ideas for Fun

It’s easy to forget to take the time to incorporate fun in to the workplace, but keep in mind that the employee newsletter is a great place to add some tidbits that are simple and fun. This may include trivia, contests, or other games that help to encourage a team member to take a look. Including something small and enjoyable in each newsletter will benefit employers by ensuring engagement and interest. 

The Bottom Line

In the end, the benefits of taking the time to write and contribute to the creation of a company newsletter are indisputable. There is no better partnership than giving employees what they want—increased communication—while ensuring the company reaps bottom line benefits as well.

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