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.

Friday, September 15, 2017

How to Get Your Employees Addicted to Your Internal Company Newsletter or EAP Newsletter

What causes employees to pick up your internal company newsletter or company EAP newsletter with a sense of urgency? Is it the news about the company picnic, a new message from the President or owner, birthday news, a cookie recipes?

What will make employees develop a personal relationship with the newsletter, and if you are late getting it out and distributed, create havoc? (Don't worry, with Frontline Employee you will always be on time...actually, you will always be early. )

I did not know the answer to this question until I started inserting personal development articles in newsletters, and more specifically mental health related articles, and even more specifically, mental health articles about thinking positive and how to do it. Employees crave this stuff. It's why columns in newspapers like "Dear Abby" are so popular. Pure genius.

These are indeed the types of articles that your employees will never talk about, but in fact desire most: Articles that help them think more positively and improve their mood. Let me say right off the bat, employee newsletters that help your employees feel, think, and be positive have ripple effects. I don't think they can possible be measured, but these ripple effects are worth a fortune. If I am wrong about the incredibly positive and cost-benefiting payoff for these sorts of articles, I will eat my blogging pen.

In this regard, one topic I revisit periodically is the subject of negativity. We all know negative people. And yet, it is the last thing we want to experience in our own minds. Negativity destroys, productivity, relationships, digestion, the environment. Nearly all destructive human behavior has its roots in negative thoughts first--they may not be recognized as inherently negative thoughts in the beginning--but the results speak will invariably speak for themselves.

A few years ago, a study showed that negative thoughts are harder to stop for depressed persons. Discussing something like this topic can inspire a lot of employees. This is an example of king of content your employee newsletter should contain. Plan this one for future employee newsletter ideas. You'll witness your workers grabbing on to this sort of content. 

Example of content that employees appreciate: Stopping negative thoughts isn't a “willpower thing” according to research. These negative thoughts are symptoms of depression in many people. In this sense, stopping negative thoughts is tantamount to asking an alcoholic to stop drinking without any assistance. Drinking is a symptom of alcoholism. It is not a willpower issue. Rule #1: Don't feel guilty about negative thoughts because it will demotivate you from seeking help to overcome them. This is the disease model. When you relinquish guilt, motivated to pursue treatment or the cure appears. Anything less, and you will fight harder to psyche yourself out of being negative, and repeat the guilt cycle.

This is the way depression works. If you suffer with depression don’t remain stuck in this cycle of trying to stop negative thoughts and being frustrated with yourself that you can’t do it. Other research has shown that talk therapy (cognitive behavioral therapy) is very effective in treating depression for many patients—as helpful as medication, in some cases. Reduced negative thinking is one goal of such therapy. Talk to your doctor or healthcare advisor. More direct help to reduce negative thinking may be the missing piece of your plan to beat depression and get your life back. End example of content employees appreciate.

In the paragraph above, a message of hope is inspired in most readers. And instructions are offered for the reader to take the next step. This is what your employees are looking for from your newsletter. And it's what we always offer in Frontline Employee. (Free information package.)

Thursday, September 7, 2017

Tips for Parenting -- Possibly the Best Source of Help Will Be Your Employee Newsletter

Employee Newsletter Ideas should include parenting
I learned a long time ago that parents secretly fear making the wrong decisions with their children--me included. And, every parent has a vision for what they want for their child. Parenting is what largely is responsible for this vision coming true. Your employee newsletter ideas can help.

Employee newsletters with articles about parenting will be some of the most well-read. You can create employee newsletter ideas about parenting if you visit any grocery store and pick up magazines related to family issues, parenting, and more.

You can also count on us authoring content on parenting throughout the year. One subject that parents don't hear about is how to be approachable as a parent. If that is not figure out early-on, bad things happen. As a parent, you can do all the right things. You can make all the effort in the world, but if communication deficits and knowledge about being an empathetic parent are discovered early, children will turn to their friends in the future for advice, empathy, and what to do next about any particular problem. That's right, you are competing with your child's friends. Employee newsletter articles that understand this point help parents win.

So here is the type of article we are talking about:

Every generation of teenagers leaves society with new words added to the language. A recent one to know about is “askable parent.” Being askable means that your children consider you approachable, open to communication, and willing to answer their questions (particularly about sex). Most parents want to be “askable,” but there is more to it than many realize. Visit the National Parent Information Network online at and their virtual library for thousands of articles on parenting, including “Are You an Askable Parent?” Learn new skills and become more confident about your present abilities. NPIN is a federal tax-supported resource for every parent. .

Tuesday, September 5, 2017

Using an Employee Newsletter to Help Employees with Personal Challenges

ADHD employees create new ways of solving common problemsYour employee newsletter for workplace wellness or a company newsletter for internal news can be a powerful source of education for workers at multiple levels, increasing productivity, even while it improves workplace social conditions (also known as work climate.)

We've already established the educational power of an employee newsletter, but one topic you probably haven't considered is educational information about learning disabilities--helping employees overcome biases, raising awareness about the importance and meaning of "inclusion," and how every employee is a valuable player with the corporate team.

For example, use articles in your employee newsletter to discuss a common problem like Attention Deficit Hyperactivity Disorder (ADHD). These workers face tough challenges--many more than most employees--and they struggle to accomplish work goals that are hampered by these struggles, especially with time management, meeting deadlines, and avoiding distractions.

Educate your employees not to fall for misconceptions about workplace productivity and ADHD. Instead help them never see these employees as less than other employees. Kinkos, Jet Blue, and Charles Schwab were all started by CEOs with ADHD. Surprised? ADHD employees can be geniuses and their creativity could lead us to the next cure for an awful disease.

So, with this example, you see the importance of an article on this topic. As a further example, you can include an article on on this topic and say, "if your coworker has ADHD, ask how you can be supportive, but also ask for tips on success.

These folks may have enormously beneficial ideas. You may quickly learn secrets for increasing your own productivity from others in your workplace that on one level struggle with everyday challenges, but produce in other ways with remarkable creativity. ADHD workers find amazing ways of coping and being productive.

They often structure
and managing their work habits differently than most people, and this contributes to improved performance while reducing the frustration they must face living with the condition. These improved efficiencies often seen among employees with ADHD may include prioritizing skills, writing things down in an effective manner, establishing awesome reminder systems, scheduling ideas, time management tactics that will blow you away, creating systems that automatically keep projects on task, and many more.

So, you can see that your employee newsletter articles (subscribe to Frontline Employee here) are powerful ways to elevate everyone in your workforce--in different ways, and at the same  time.

Thursday, August 24, 2017

Employees Love Employee Newsletters that Deliver Relationship Fixes

There are few topics that employees will pay attention to more than relationship dysfunction and fixes for relationship problems. The proof is Ann Landers and Dear Abby -- nearly all of their famous advice read by millions related to relationship disharmony and fixes for individual problems. We loved it. Couple relationship problems and fixes are especially desirable topics.

For example, begin offering content like we do at Frontline Employee on these topics.

Here is an article we posted not too long ago. Let's see if it grabs you like it did our employee readers. And remember, these articles, if they are reduce employee stress, nearly always have a positive impact on the bottom line in your organization. And there is the business rationale for workplace wellness articles in company and employee newsletters

Communication problems are still the most commonly cited reason for separation and divorce, so don’t let the frustration of communication problems linger too long in your relationship before taking steps to intervene. You can start by applying tried-and-true principles of effective communication.

Although many communication strategies for reducing conflict and healing relationships exist, the following three are foundational and can help you experience almost immediate results:

1) Use “I” statements when talking about your feelings and your needs. Doing so instantly removes the blaming dynamic your partner responds to with defensiveness.

2) Listen without interrupting. This takes conscious effort, and it is a skill that comes with practice. So practice. It will be easier because of #1 above.

3) When your partner speaks, listen and validate what was said. The ability to paraphrase demonstrates the most appreciated and satisfying form of validation, but expect it to feel a bit awkward until it becomes a more natural part of your communication style.

If these exercises don’t work, then seek help from a professional counselor before throwing in the towel on your relationship. Counselors know how to apply communication strategies and can guide you through them and give you more to use in the future if needed.

Friday, August 18, 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. Consistently, having an employee newsletter with employee newsletter ideas generated from the workforce is a common recommendation offered by employees who sit on social committees, climate committees, and the like.

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. Sound easy? It's not.

The most important part about these newsletters in content. And you won't be able generate this content without all employees contributed to employee newsletter ideas.

What employers fail to realize is that employee newsletters are a precise tool to reduce risk and protect the bottom line of their organizations while meeting increased communication goals.

This happens with employee behavioral health issues are addressed in article content and employee newsletter ideas hit home with real workable answers employees can use immediately to solve real life personal problems..

Thursday, July 27, 2017

Employee Newsletter Ideas on the Simplest of Things Can Bring Powerful Benefits

You don't have to look far in your mind’s eye to discover worthwhile employee newsletter ideas and stories that will be extremely interesting to employees to read and also be beneficial to the workplace. Take the idea of being courteous, something all of us were supposed to be taught growing up. What does it really mean? How is it practiced, and what are the benefits to the employee. Well writing about this topic and many more like it can help an organization's bottom line. No, really. Let's examine this little idea of courtesy for a moment. It's been said that courtesy is a quiet power. Having a door held open while carrying an armful of packages is a welcomed common courtesy. Extended courtesies are even more powerful because they are not expected. This concept of extended courtesies are where the focus of an employee newsletter idea can be. Extended courtesies are even more powerful soft skill. They show extra effort the employee expends to please someone like a customer, and this causes that person to feel valued and special. This is where really equity of customer loyalty becomes fixed and then this contributes to future sales.  Extended courtesies to customers are also powerful because they benefit your employer’s reputation. The more unexpected a courtesy, the more impact it has on the recipient-- the customer.  A handwritten thank-you note in the age of email is an example. Imagine getting a handwritten note from a store manager or clerk, and imagine that impact on your brain. A phone call to a customer after the purchase of a product is another. Who does that these days. Cultivate a repertoire of courteous acts and use them to make the right impression. You will elevate your organization, and very likely your career. Okay, you got the point. A simple concept like courtesy can improve employees lives, make them more engaged at work, feel less like a cog in a wheel, and invest in your employees. Employee newsletter ideas can be difficult to discover, but you will be surprised how close they really are to your keyboard. Take a walk in your neighborhood to think up these thoughts about newsletter articles and topics. You will discover them faster. To discover a newsletter for your employees that is editable and reproducible, re-nameable, and completely done the moment you receive it, try Frontline Employee Newsletter, and  try it for free to see the employee newsletter articles. There's no bill, no credit card, no nothing. You just let us know if you want to continue.

Friday, July 21, 2017

Use Employee Newsletters to Educate Employees about Mental Hygiene

There are over 11,000 listings in about "Practicing Good Mental Hygiene." This is a topic that can be discussed in many ways with your employee newsletter delivering articles on everything from stress management tips to parent ideas.

Mental hygiene is the practice of using techniques, strategies, and good thinking habits to help prevent harm to mental health and maximize a positive outlook for your life. Mental hygiene is more than practicing positive thinking just like oral hygiene is more than brushing your teeth by going to the dentist. Personal problems that linger despite attempts to resolve them on your own are an opportunity to use professional counselors or helping resources to examine goals, relationship stress, self-talk patterns, diet, sleep, and conflict resolution or stress management strategies. And the benefit of counseling resolution is always more lessons about mental hygiene going forward to prevent similar or related problems. Don’t struggle with lingering problems. Instead, take a path of discovery where solutions are accompanied by new ways of applying good mental hygiene needed to overcome roadblocks, fears, and frustrations in your pursuit of happiness.

To find great ideas on mental hygiene,  consider to paths. One is writing an article from a pictographic you discover on Pinterest, and doing so in your own words. Or finding press releases from the national institute on mental health that target specific human problems common to employees, families, and coworker relationships.

We commonly address this topic in Frontline Employee Wellness Newsletter. You can see a few copies of it and get a few issues downloaded at the link shown on the page.


Friday, July 14, 2017

Employee Newsletter for Human Resource Managers and Benefits Coordinators Needing a Company Wellnes

             An internal newsletter can bring a wave of cooperation and cohesiveness to your entire workforce. There’s only one catch, doing one on own is an awful, impossible chore.
             Unfortunately, without a newsletter to share news, productivity, wellness, and stress tips, you’re losing out on the best, most penetrating way of reaching employees to reduce risk.

Attitude problems, disrespect, attendance problems, and difficult behaviors can be reduced with insightful articles that target performance, stress, family issues, and a positive work culture. But how in heaven’s name can you get such a newsletter without all the work?

Now, any company can have its own powerful custom newsletter. Here’s how...

How I Solved the Company Newsletter Problem

When the government of the State of New York heard about my solution, they instantly signed up for their 150,000 employees! So did the U.S. Social Security Administration. Likewise for hospitals, universities, credit unions, home health agencies, tech companies, and other employers—all sizes and shapes! It’s called FrontLine Employee.

My name is Daniel Feerst. I am an EAP consultant with a 25 year work history in EAP, mental health, management consulting, and substance abuse treatment. Years ago, I produced a workplace newsletter for my employer. Frankly, it was impossible.

Writing on weekends, collecting notes on napkins, planning, organizing, asking for ideas, polling employees (forget it!), or scouring the Internet for stories did not help. I
struggled to get it written and finished on time every month. I hated my job because of it, and procrastination was my only refuge. And then an idea  hit me like a ton of bricks.

I decided to write the newsletter on weekends, give it to my employer for free, but then offer it to employers who needed a customizable, editable, but “already-done-for-you” internal newsletter that requires no work—what they always wanted.

FrontLine Employee was born. The phones started ringing. Subscriptions grew and I soon quit work to start a publishing company. After 13 years, here’s what I discovered...

Newsletters must be two-pages and have 1) internal communication, 2) wellness, and 3) productivity content. Only this format makes sense, and effectively helps unite employees and managers. This is a major benefit of FrontLine Employee.

             Information on managing stress, improving communication and work efficiency, and articles on family, children, and parenting teenagers are included in
FrontLine Employee.

Really meaty articles that tackle disrespect, bullying, conflicts, dealing with difficult personalities, and customer service are also included. Working more effectively with one’s supervisor, completing goals, and tips about health and personal achievement get covered.

This solution is yours FREE for three issues. There is no cost, no obligation, and no catch, but if you subscribe now, I will give you a FREE employee wellness gift worth $1,476.

Here’s What You Get With My Newsletter Service!

FrontLine Employee comes in your e-mail as a downloadable file in MS Publisher, MS Word with graphics, PDF, or plain text (MS Word). Choose any or all of these formats at no extra charge. It’s two pages, monthly, and is 100% editable and customizable. You can change it all you want. If you already have a newsletter you can use our articles sent in MS Word.

With FrontLine Employee, you have permission to add, edit, or insert your own articles, change the frequency of distribution, or move articles from one issue to the next.

Print and distribute FrontLine Employee or create a PDF for distribution on a protected web page. As an option, we are happy to customize a PDF just for you with your own name and logo before sending it. Just forward it to your employees when it arrives.

You can change the name of FrontLine Employee, too. Ask us to design a professional and awesome-looking masthead just for you. Don’t worry, you get to approve the final look!

E-mail your newsletter to employees and also family members for extra impact! Print as many hard copies as you need, and feel free to give it to your home health clients, too!

Do you have a quarterly four-page newsletter right now? If so, know this: When it comes to risk management, wellness education, productivity tips, and news, FrontLine Employee is monthly because less content delivered more frequently has a greater impact!

FrontLine Employee arrives a week before the month of issue. It’s never late. You’re never rushed getting it out. There are no embarrassingly late issues or missed issues. No one will ever ask, “Hey, what happened to that newsletter we used to get?” 

4,000,000 Employees Read It…

Four million employees read FrontLine Employee. Federal agencies such as the Social Security Administration and the FBI and state governments such as New York and Washington give it to all their employees. Universities like Tufts, UMASS, California State-Davis, and the University of Texas-Austin give it to their employees, too. The list goes on.

Military installations, municipalities, home health agencies, hospitals, and employee assistance program counseling providers get FrontLine Employee—even the U.S. Small Business Administration and U.S. Air Force Academy use content from FrontLine  Employee.

             The U.S. House of Representatives and the Senate (both are subscribers) with over 15,000 employees use FrontLine Employee content exclusively!

You Are In Control—It’s Your Newsletter

Each issue of FrontLine Employee delivers concise, actionable information, tips, how-to’s, expert guidance, and step-by-step approaches to tackling the work-life problems employees face.

FrontLine Employee is short, sweet, and to the point. My experience shows that these types of articles get read more often. Employees stay glued to content, and they act on the tips FrontLine Employee gives them.

Your employees want to feel energized. They want hope. They want to be excited about completing goals. And they want help solving tough personal problems. So we focus on issues, not recipes and cartoons.

Employees want a workplace with high morale and where everyone treats each other with respect. They want fewer conflicts and better skills for dealing more effectively with difficult people. FrontLine Employee delivers on these topics, too.

Your employees crave the ability to get more done in less time, and they want to feel better about their boss, solve eldercare dilemmas, parent their child or teenager better, save money, worry less, be more assertive, and have better coworker relationships. Yes, we hit these topics!

Managing time
Resolving conflicts
Organizing work
Setting priorities
Stopping procrastination
Getting to work on time
Stopping interruptions
   & completing work
Thinking green
Consumer product
Ideas for parenting
  and teenagers
Safety at home,
Eldercare/Caregiver issues
Family stress
Tips for budgeting
Increasing domestic harmony
Achieving work-life balance
Having more energy
Understanding mental
Self-diagnosing conditions
Seeking professional help
Getting more done
Improving self-awareness
Learning about self-
Using inspirational thinking
Planning ahead
And many more!

A Hotline Helps Target Issues You Want Discussed

As a subscriber, you gain access to the Subscriber E-Hotline. This advantage allows you to suggest content for future articles. What’s going on in your workplace? What’s causing

stress? If it’s important to you, it may be important to every subscriber. So let me know. I use 95% of submitted ideas. Even better, gather ideas at staff meetings and then text to:  (843)-367-0920.

100% Anytime, Money-Back Guarantee!

There is simply no question that FrontLine Employee will be loved by your employees. If for any reason FrontLine Employee doesn’t surprise you with literally an overnight positive impact on your employees, or if for any reason you ever feel FrontLine Employee is not worth its weight in gold, I will gladly refund your entire subscription price—even if you are on your very last issue!

Here’s How to Order!

1) Don’t put this task aside if your motivated now! You know what happens—you risk never acting on this offer and getting upset when the date passes. Phone me personally, right now at 1-800-626-4327. I will take your order and answer questions. By the way, I answer my own phone.

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