Wednesday, June 21, 2017

Employee Newsletters -- Include Articles on Tips for Work and Family Balance

Achieving work and family balance is an ongoing process of juggling responsibilities at work and the needs of family. No employee is an expert at it. There is always more to learn. Every employee questions their balance at one time or another, so this topic is appreciated by every employee, and they will look forward to the next issue of the newsletter if you periodically insert content on this topic for wellness.

Discuss one key to success in work-life balance -- the ability to step back and periodically analyze how things are going. This is the #1 step in working toward and staying more satisfied with work life balance. Then, action is next -- making adjustments where possible.

So employees will appreciate the following help, and phone me or email me to give you permission to use this article free. 1) Work and family balance is a conscious decision. It doesn’t happen automatically. Understanding this can reduce frustration when you experience temporary setbacks. 2) Write down family goals. Family needs change over time. Opportunities to build a tree house for the kids or experience a new family pastime don’t last forever. Decide what is important, write it down, and commit to making certain goals “absolutely happen.” 3) Manage distraction and procrastination. Working long hours causes stress that sometimes finds relief naturally through workplace distractions and procrastination. If you are at the office for twelve hours, do you really work only ten? If you are searching for more family time, it might be found here. 4) Discuss family expectations and responsibilities. When one family member is taking on too many responsibilities at home, resentments can build. Periodically discuss family needs to gain the awareness needed to consider choices for work and family balance. 5) Be careful about justifying imbalance. At times, it is realistic for family members to recognize that your job will have to take priority. Use this rationale with caution so it doesn’t become a habit.

Employee newsletter articles must do five things: Help employees, help your company, and help families, provide help for relationships between coworkers and between employees and their bosses. This is the effective newsletter five pointed star. Add in your own company news and you have a winning combination for a winning communication program. Go here to subscribe to Frontline Employee Newsletter and get it all right away --- like to today -- and pay later.

Saturday, April 29, 2017

Your employee newsletter is a powerful tool to educate teams and you should work toward putting articles and content in the newsletter that educate employees about team dynamics. Like any topic placed in a newsletter, both individual employees should benefit as well as the company. Educating about teams certainly fits this mold.

Although not commonly understood completely, work teams are synergistic tools that can accomplish more than individual employees working alone. Shared work, rather than one member of the team doing most of the work, is why all teams should be educated about team dynamics.

The most powerful undermining influence of any team is Paretto's Principle. Have you heard of it. Feel free to google it at Wikipedia or another source. It is mind-blowing, but it will make a powerful impression on employees, so take a look at share this concept in a newsletter articles.

Paretto's Principle states that 20% of anything cause will produce 80% of the effect.

This dynamic explains nearly everything in reality. For example in your closet are clothes and shoes. 20% of the clothes and shoes in your closet are worn 80% of the time. 20% of the silverware in your kitchen drawer is used 80% of the time. And 20% of the software on your computer screen (those icons) you are looking at are clicked 80% of the time. This an inescapable and fascinating reality. This also affects work teams. There will be a tendency for 20% of the members of any work team to do 80% of the work. If there are five people on a team, you guessed it, one person will do 80% of the work. And isn't that exactly what you have experienced your entire professional life? You better believe it.

People on an team must fight this dynamic in order for the team to succeed with its synergistic purpose. Sure, work can still get done but not as efficiently. And, nearly always, one person is resentful for doing most of the work.

Another idea to put in your employee newsletter is education about work teams as powerful tools for productivity, but how they lose impact when dysfunction affects five critical areas. Discuss in simple articles 80-230 words, how to prevent these problems, help employees diagnose their team’s health, and do so by examining how well they perform in each of the following:

1) Trust and ability to be vulnerable with one another;
2) Ability to share and offer ideas freely, without inhibitions, and with acceptance;
3) Forming a consensus, identifying a project, and pursuing it to completion, with each member feeling important to its successful outcome;
4) Silence is shunned and speaking up is a group tradition when a member is performing under par; 5) Achievements are shared.

Need quality content for your employee newsletter. We will send you editable articles and solve nearly every time pressure problem associated with regular newsletter development. Fax page four of this brochure and get relief for at least three months.

Friday, April 21, 2017

Drug and Alcohol Training for Your Newsletter? Yes. Use this Free Content Now

Opioids include illicit drugs like heroin and licit prescription pain relievers like oxycodone, hydrocodone, codeine, morphine, methadone, fentanyl, and others.

Opioids interact with the nervous system to relieve pain. Many users will experience extremely pleasurable effects from them, and risk of addiction.

dot drug abuse training for reasonable suspicion supervisors
Get Training for DOT PowerPoint for Supervisors

Of the 20.5 million Americans 12 or older who had a substance use disorder in 2015, 2 million involve prescription pain relievers, and 25% of these people are also heroin addicts.
See downloadable tip sheet for for employees and supervisors on Opioid Addiction and the Opioid Crisis

Monday, April 17, 2017

Help Employees Deal with Anger Management Issues (Small and Large)

I hope by now that you are not using your company's employee  newsletter to only discuss company business. If you agree that your employee are your most valuable resource, then I am sure you are only a brief thought away from the fact that your internal communication vehicle should not be just for company news, birthdays, the company picnic, who got promoted, or the progress on the installation of the new Heidelberger Druckmaschinen. Instead, dedicate a significant portion of your employee or company newsletter to wellness, emotional health, personal development, goal achievement, improving productivity, building effective relationships, and managing stress. I will give you one surprising reason to heed this advice--all of the other things mentioned above will be more religiously read. The personal development material I cited helps your employees be healthy, happy, and productive and omitting this overarching purpose of your newsletter blows the chance to make a real impact on people's lives. And, as I have said before, this content will make a difference in the lives of the family members of workers who directly affect their well-being. 
Anger Management content is an example of an article topic that will attract employees to your newsletter

One problem all humans face with its accompanying ripple effects is anger. And, I want to recommend you hit this topic about once a year in a short concise way, because no employee, no person -- you or I -- believe we've mastered this emotion in our lives. There is always  more to learn about it. And, for this reason, your employees will notice almost any newsletter title remotely associated with it, and they will read the entire thing.

Making a statement like, all of us experience anger, but we may not have learned to deal with it well when growing up is a great way to start such an article. When angry, we may have been told that it was inappropriate, or we came to that conclusion by not having it acknowledged or accepted, especially by parents or caregivers. Unresolved anger, and learned ways of coping with anger, can contribute to problems in relationships. Employees will identify with this personal struggle. The question for you as a company is consider whether this article could in fact reduce risk of workplace violence, even homicide. Do you think that is even remotely possible? Even a little bit remotely possible?

If you answer yes, then imagine blowing off this workplace newsletters post. How cheap and easy is it to author content about anger management. It is simple. Try Frontline Employee newsletter for three months, no bill, no invoice, just solid stuff for three months

Also, talk to employees and ask, "is anger getting in the way of a happier relationship with someone you love?" The source of problems in your most valued relationships may stem from a need to understand anger better, deal with unresolved anger from the past, and learn better ways of managing anger in the present. If your organization has a decent employee counseling or employee assistance program, always mention it in your newsletter. Don't leave employees hanging about a serious personal problem area without a next place to leap to in order to get help.

Friday, March 17, 2017

Improve Employee Mental Health with a Company Health Wellness or Employee Newsletter

Tell others about this Blog! Simply give them this link --

A health and wellness newsletter for your company has a few purposes wrapped up into one. These purposes or goals include improving communication within the organization and offering some "glue" that keeps everyone knowledgeable about the most important news and trends of concern to the company.

The other goal is employee health. If you can make an impact on behavior and create more proactive employees, and by way of content improve their health--in any way--it may contribute to less presenteeism. (If you have never heard of this word, it means coming
When people seek help for similar problems the empathy
impact can be quite impressive and moving. Employee
Newsletters for health and wellness can motivate
employees to pursue personal wellness in new ways.

to work sick.) People postpone taking care of themselves. This costs companies money. This should be a target goal of employee newsletter content.

I like slipping articles in company newsletters that reduce mystery and fear about the various channels for getting help.

I once wrote article on Bariatric physicians to educate the workforce on what these specialists do (weight management intervention.)

The other topic I touch on periodically is modalities of counseling. For example, many people know about individual counseling, but few know how group psychotherapy. Group psychotherapy is powerful stuff, and it can be a heck of a lot of fun because the empathy impact of having 6-7 other people seeking help for the same thing can be impressive. Think "mastermind" group and you will know what I am talking about.

So this article below gives you a flavor on this topic of employee newsletters and how it can help employees take the plunge into counseling and consider group therapy for a particular problem. ...

Group Psychotherapy Group therapy employs small-group interaction to help participants address mental health issues and make changes in their lives. Professionally led, group therapy focuses on problems like overcoming life struggles, eliminating self-defeating behaviors, helping overcome life crises such as grief, and preventing the repeat of problems experienced in relationships.

Don’t overlook group psychotherapy as an avenue of help for rapid change. Group therapy members usually bond quickly, and the leverage they create is the collective insight and common past experiences they share. This power is used to supportive and confront each other, insist on honesty, and overcome resistance to change—the change you want and are looking for so desperately.

Sunday, March 12, 2017

Use Your Employee Newsletter to Help Employees Fight Emotional Workplace Challenges


There is one subject associated with employee newsletter content that you should include as frequently as possible. This is the topic deals with what I call "emotionally challenging workplace issues." An example would be how to respond to a very disappointing performance review the employee did not anticipate. Another would be criticism from the boss that you had no idea was coming. A nasty interaction with a coworker in the staff kitchen can ruin your whole day. And of course, there are plenty more.

Emotional challenging issues on the job include accepting difficulty in accepting feedback from peers, struggling with anger issues when you are ignored, bullied, or passive aggressive acts such as no one complimenting your new skirt. These can be aggravating experiences—full of anguish. The silent treatment is a classic.

Employees look for articles like these that will help them psychologically. All of us are attracted to this sort of content. Employees will anxiously look for articles that help them conquer stressful emotional states.

Let's give a real example of this content:

Although eagerly welcoming constructive feedback, employees who accomplish a lot on the job know their successes will sometimes rub others the wrong way. Not everyone will be quick to praise their triumphs when they are cast into the limelight by others who recognize their achievements.

Sometimes these achievements are met with criticism for whatever reason. Helping employees cope and build resilience is an easy way to invest in these workers. Your newsletter may include the following in an article, for example:

Learning to detach from unhelpful criticism is a skill to help you stay motivated, adapt to change, and think more creatively about your job. Try these “inoculations” to beef up your immunity to criticism: 1) Remember that those who criticize don’t know the real you. 2) See negative criticism as possible validation that you are “on the right track.” 3) Accept criticism of your success as normal and part of life’s challenges. 4) Search for the truth in the criticism, if any. Something about it may be helpful despite the style of its delivery. 5) Let criticism inspire you to work with even more vigor toward accomplishing your dreams, rather than forcing you into retreat.

So, do you agree that there are psychologically stress issues at work that employees want. We cover these topics in FrontLine Employee.
The rationale for helping your bottom line, alone, is a solid reason for producing a monthly health-wellness newsletter for employees. Never forget that family members will get these newsletters. There are no more roadblocks to prevent you from launching a great newsletter right now. Use any of the links to your left.

Problems you might imagine in roducing a health-wellness newsletter may include who to assign the job of writing or assembling a newsletter, and locating the right content. These are now off the table as roadblocks to taking action.

There are 30 articles we will e-mail you today without cost or obligation. Click on the image to your right. If you need a newsletter with graphics, be sure to ask, we will send you the MS Publisher format or MS Word with Graphic format .

Nearly all of our subscribers get Frontline Employee in MS Publisher or MS Word with graphics. Remember, if you have a template already, we have the content for you. Just order our text-only option. There’s no obligation for what give away free. You will have instant relief from the relentless search for content. 

Your company employee newsletter or health-wellness newsletter has a lot of power to influence the workforce, promote ideas for improving their personal well-being, and empowering them to consider ways they can perform their jobs better and boost productivity. 

Employee Newsletters: The Three Great Stressors to Avoid - There are three hazards to creating an employee newsletter that you want to avoid. If you face any of them, then your newsletter for employee health and wellness will fail. The first is a relentless and pounding schedule of "Oh no, I have to start writing the newsletter again." If there is any subjective stress in producing a monthly, bimonthly, or quarterly newsletter, that stress and anxiety will translated to avoidance, and it will eventually win over your ability to willfully surmount it. Procrastination will be your mind's solution for managing  this stress causing your distribution schedule to fail. 2) Time consumption searching for content. This is different than #1 above, but it adds to the global reason for failure as discussed. 3) Collateral duty of producing a newsletter, and the time needed to do it, will compete with other essential functions of your position. Again failure is assured. If your employer does not view production of an employee newsletter as the most important job you possess, then it will not get done. Click on the image to see a movie and path toward your solution:

Thursday, March 9, 2017

Health Wellness Newsletter Tips: Understanding the Importance of Distribution, Production, and Frequency of an Employee Wellness and Health Newsletter

Your company needs a health wellness newsletter, and it is best to combine it with productivity tips, and as needed internal news about your company. This is the ideal internal communication vehicle. Consumers of this reading material and information range from your housekeeping staff to the board of directors, family members when it is taken home, and teenagers when parents see a relevant article and it ends up being given to them.

Monday, March 6, 2017

Trouble with the Boss: Helping Employees Get the Message Using Your Employee Newsletter for Workplace Wellness and Health

Employee newsletters Topics and Articles about a Toxic BossTrouble with the boss—who hasn’t experienced it? It is one of the most discussed issues that affect employees. Everyone has heard of the toxic boss, and I can assure you that employees would love for you to mention this topic in your in-house company newsletter.

This is a touchy subject however. You do not want to alienate managers with your writings on the toxic supervisor behavior. You will cause a huge schism if you do. And you do not want to set up a “us versus them” culture that will cause you to get in huge trouble. Instead, you want to discuss common sense issues associated with the supervisor-supervisee relationship.

Your employee newsletter should take on this subject of communicating more effectively with the boss because it can have many beneficial impacts.Discuss concepts about requesting feedback, extra assignments, and do not let a tree grow between yourself and your boss. Get feedback from the boss. Direct communication is almost always the better road to travel because it engages management in helping you to resolve problems. Silence puts the problem in management’s lap, and you risk a more unpredictable and uncontrollable outcome. Still not sure what to do next? Talk to your employee assistance professional or a really good insightful friend. 

Communication will improve productivity. It will reduce conflicts. And it will potentially reduce the risk of workplace violence. Believe it. You want to avoid having employees get into conflict with supervisors and be fired. Risk ensues.

Your newsletter has a lot of power to influence successful relationships in the organization, and none is more important than the relationships that employees have with the bosses. So, encourage employees to be proactive in their relationships with the boss. For example, if an employee is concerned that he or she is not measuring up to the expectations of the position, this is a signal to meet with one’s boss and start communicating, getting clarification on essential duties and asking for honest feedback about how things are going. 

Educate employees to be proactive with boss relationships. Tell them never to expect their boss to come to them first. Communication and closeness are key to effective relationships with the boss. Discuss common sense in your newsletter, for example, by explaining to employees that they should not remain in denial hoping no one notices their performance deficits. Faking it till you make it is great in some aspects of our everyday world—parenting for example. But, it does not work well in medicine and engineering. Discuss avoiding being avoidant. Don’t hide from your boss as a way of coping. It’s the worst possible move.

Sunday, March 5, 2017

Give Employee Soft Skills and Use An Employee Newsletter or Internal Company Newsletter to Do It

Use your internal company newsletter to help employees acquire soft skills, know what they mean, and how they will play a valuable role in developing their career. Soft skills often relate closely to emotional intelligence, employee to employee interaction, supervisor to employee interaction, common sense, relational skills, and the initiative and considerations employees give to their job and work advancement.

One valuable soft skill for instance is "accepting feedback." Do your employees eagerly await criticism and feedback on their work from their supervisor? Of course they don't! However, would you not agree that employees who are pleasant, eager to learn, and welcoming of feedback are wonderful employees that managers think a lot of? Absolutely. Why? Because they are easier to talk to and convince of the changes that need to occur with their  work, and they reduce the stress of the supervisor who anxiously approaches them to give them the feedback they need, deserve, and must have to support the mission of the organization. This soft skills also relates to being appropriate when you get a bad job performance review.

Supervisors do not relish giving feedback to employees, and it is because employees typically demonstrate negative behaviors when they receive it. This is why the willingness to accept feedback is a soft skill. There are many soft skills. This is just one. If you have been observing the Frontline Employee newsletter lately, you will notice that I have been spending a lot of time for the past 18 issues discussing soft skills. And this is an example how how your company can really thrive.

This month, the soft skill we discussed was "being cooperative." Sound simple? It's not. Cooperation includes many things. For example, it is the ability to hold back pointing out the flaw or spotting the shortcoming in a project or process and instead listen to others, join with the team, and play a crucial role in an activity at work.

Cooperation is about following instructions and the directions, and not rising above those instructions like an insecure employee to school others around you on the mistakes and errors you found. Some employees, for example, enjoy getting brownie points for pointing out the smallest problem. Well, right now may not be the right moment to pointing out what only you can see and what everyone else, except you, missed. Can an employee check herself or himself, sense what is going on right now, see the larger purpose, and engage.

Getting back to feedback as a soft skill, although eagerly welcoming constructive feedback, employees who accomplish a lot on the job know their successes will sometimes rub others the wrong way. Not everyone will be quick to praise triumphs when an employees is cast into the limelight by others who recognize those achievements. Some people look for the problems. It is simply their orientation. Helping employees appreciate soft skills is one way to really power up your organization. So with your employees, like ours, be sure to focus on soft skills to advance the mission of your organization.

Tags: #employee newsletters, #soft skills, #teaching soft skills #company newsletter

Thursday, February 16, 2017

Can Your Company or Employee Newsletter Help the Workforce Adjust Its Attitude?

There is one thing seldom discussed as a powerful purpose for having an employee newsletter. In fact, I seldom mention in it my own promotional literature about Frontline Employee.

This one thing can improve productivity, reduce the risk of violence, reduce complaints to HR, and produce a more positive workplace. The topic is changing and creating more positive attitudes among employees. There are thousand ways to go with this topic, but your employee newsletter is a powerful vehicle for delivering this sort of change to your organization.

Don't forget this topic in your newsletter. I can't think of a more cost-beneficial reason to have a workforce wellness or employee newsletter. So, I decided to blog about. And, frankly, this is why I attend to this topic regularly in our content throughout the year.

Insert purposeful articles on this topic about 7-8 times per year. Doing so will cause your organization to reap powerful benefits as people think about the content and seek to apply it.

A positive attitude controls our lives. It enhances our relationships. And it impacts our productivity, both in quantity and quality. I discovered this years ago, and it is why I decided to write about this subject in our employee newsletters about 3-4 times per year.

Did you know that Stanford researchers are making the case that attitude is more important than IQ. Yes, this in addition to the whole emotional IQ discussion. This is good news, and there are a lot of implications for workplace productivity in this declaration. The good news? Attitude is easier to change than I.Q. and it has significant financial payoffs.

Start with helping employees understand “mindset.” Either you have a mindset that is “fixed” or your mindset is “growth-oriented,” says researcher, Carol Dweck, Ph.D. A fixed mindset means you’re not very open to change or willing to adapt to it. You don’t view mistakes as opportunities or stepping-stones to your success. People with a growth mindset do. Hey, this is not genetic. This is a learned behavior. Sure, this is also a habit, but habits are changed to the degree new beliefs are acquired, and your employee newsletter should therefore target these concepts. (We do. Click here to get three free back issues of Frontline Employee so you can see what I am talking about.) I will send you Dartmouth College's newsletter. We started writing Dartmouth's newsletter about ten years ago. They love us. If you need, I will refer to the EAP Director there for a testimonial.

One powerful article (try this idea) is helping employees look at Thomas Edison's attitude—he kept trying hundreds of times (actually about 1000) before the bulb finally glowed.

Also, help employees look at the idea of embracing challenges. Also, what does it mean to persist in the face of setbacks--discuss this idea, too. Help employees plot a path to mastery of a skill or ability that will advance their career. Help them see criticism as gift. (There's a biggie.) Learning from criticism to achieve something more really requires an open mindset. I won't digress too far, but this whole positivism idea flows over into improved workplace communication -- both more civility in communication and more of it. That's right. When attitudes are poor, some people communicate less.

Pose the question in the beginning of your article of whether the reader  has an open or closed mindset. You can find a deeper discussion about this topic if you purchase the book  “Mindset: The New Psychology of Success,” by Carol Dweck, Ph.D. - I quick skim will give you a bunch of ideas for articles associated with this topic.

Monday, February 6, 2017

The “Boomerang” Generation - Use Your Company Newsletter to Help Parents

Your employee newsletter is probably the most effective tool ever created to reach and help parents with child-raising or parenting issues. One of these dramatically difficult issues is the millions of parents struggling to help their children get on their feet with a full time job and get out of the basement. So, use this free article if you like with a small copyright mark and a link to [] You can also print our brochure and get three months free here. Check back at this blog again soon for another article.

-------BEGIN ARTICLE-------

Millions of parents have at least one adult child living at home, and the number of empty nesters welcoming an adult child home for a temporary stay is growing. These adult children have been called the “boomerang generation.” Divorce, unemployment, financial troubles, mental illness and chemical dependency, and other problems help explain this phenomenon. For most parents, the goal is helping the adult child gain independence as quickly as possible. Unfortunately, many parents worry about the meaning of “a temporary stay.”

If you have an adult child at home, or one on the way, consider the following tips early on to keep your relationship healthy and help facilitate a transition back to independent living: 1) Discuss mutual expectations, house rules, chores, and shared financial responsibilities. 2) Consider a written agreement on these issues and the length of stay. 3) Avoid the trap of parental guilt that can fuel a lengthier stay, financial dependency, and the avoidance of responsibilities. 4) If relationship conflicts emerge, talk to the EAP. Don’t wait. 5) The same goes for a substance abuse issue. The EAP can lead you to intervention help. Good communication, clear expectations, and a willingness to keep boundaries will help both you and your adult child look forward to a successful future.

---------END ARTICLE--------

Friday, January 6, 2017

College Substance Abuse and Parents: Article Content for Your Employee Wellness/Company Newsletter

I am going to discuss the drug abuse problem on college campuses and paste a recent article below on the topic marijuana. You can use this article if make small mention that it came from Frontline Employee newsletter and use a link somewhere, anywhere on your web site to either or

Despite its legality in 7-8 states, the marijuana use and possession is a crime under federal law. As a clinical social worker, drug abuse expert, former program director for a teenage drug addiction treatment hospital, and drug free workplace consultant, I am not thrilled about marijuana being legalized in Massachusetts. I think parents, now, more than ever must make an impact on at least trying to convince their children to stay away from this stuff.

Now, let me digress a moment about Wellness Newsletter content, while I am thinking about the subject of what goes into such a publication.

It's always been a concern of mine that Wellness newsletter on the Internet are more interested in entertainment that education about serious issues. I am not going to apologize for not having chicken and cookie recipes in the Frontline Employee, Work Life Excel, or the Spanish Employee Wellness Newsletter we offer called Empleado de FrontLine.

I personally feel that with the number problems society faces and the critical role employee wellness and company newsletter play, that we don't have time for consuming newsletter real estate space with this sort of thing. And let's be honest, these things on in employee wellness newsletter for one reason -- to make it easier for the newsletter publisher to reduce their costs and not have to pay writers to come up with other meaningful content. These sorts of articles (like crossword puzzles, and huge monster graphics) are an insult to the company's Chief Financial Officer who is interested in purchasing an Employee or Wellness Newsletter that is actually going to do some good.

Okay, back to pot and parents...Did you know that cooking marijuana makes it more powerful than smoking it? Did you also know that when a free market for marijuana exists in places like Cambridge Massachusetts, that pot will and has and does get more potent? I know teenagers who have gone to Ivy leagues schools having never smoked pot in their lives and with no intention of ever doing so, and then found themselves at some dive of a party near campus being given or reaching for a brownie with pot cooked in it. Moments later, they were psychotic, thinking they were seeing God one second and thinking they were going to die the next, laughing, the screaming, then crying, then panicking, and being in this condition for hours need friends to calm them down and calling their parents frightened that they would never see them again.

This is marijuana. Sound fun. It's not. So, here is some employee newsletter content worth inserting into your publication. Please link to either or if you use this on your company website.

[TITLE] Where There’s Smoke
[CONTENT] Last fall, the U.S. Department of Health and Human Services (HHS) released

Employee Newsletter Article on Marijuana
information on smoking, teenagers, and drug use from the 2000 National Household Survey on Drug Abuse, but much of it was not widely reported. When surveyed, about 1 out of 20 teenagers who did not smoke cigarettes used illicit drugs in the last 30 days, compared with more than 8 out of 20 teenagers who did smoke. Other studies support the findings. Also reported was that youth were four times more likely to use marijuana if they believed their parents wouldn’t disapprove of their using it once or twice.]

[TITLE] Marijuana: Just Don’t Use It
[CONTENT] In Colorado, the number of fatal car crashes with drivers testing positive for marijuana has doubled in the past six years. Colorado now ranks #1 out of 50 States with more of its 12-17 year olds illegally smoking pot. A full report on impact can be found in the 2016 Legalization of Marijuana in Colorado Report just released this September. Although not widely reported, dozens of adverse effects from marijuana legalization have been cataloged, including risk of respiratory illness, dependence, mental health-related problems, and other issues affecting public health such as impaired driving. The American Medical Society on Addiction Medicine (ASAM), the country’s leading experts on addiction opposes legalization stating that 61% of all drug-addicted persons (other than alcoholic) use marijuana.  Sources: 2016 Legalization of Marijuana in Colorado Report at (Search “Reports”); (

[TITLE] Mental Health of College Students
[CONTENT] Mental health problems of college students get more media attention in the fall
employee newsletter article on college stress
months when grade pressures, anxiety, depression, and relationship issues pile up. How to cope with stress can be learned, but not all students learn adequate coping skills from parents, caregivers, and siblings. If you have a college student plowing away, be sure to inquire about campus support resources when you hear “how awful everything is going.” Discourage isolation and counsel your student to strive for balance. Discourage substance abuse and never supply medications that have not been prescribed to your student as a way of helping him or her study or cope. Learn about signs and symptoms of depression and anxiety to increase your awareness of these problems. Do not hesitate to ask your student about suicidal thoughts if you see high levels of burdensomeness, the uttering of statements like, “People would be better off without me,” a sense of disconnection (“I don’t belong here”) or commenting about killing oneself, even in jest. Source: [Search: “mental health college]

Subscriber to Frontline Employee Newsletter at and get editable, professionally authored, insightful articles in a completely editable and rename-able company newsletter that is never late and give you access to the authors--directly who are licensed mental health professionals with extensive workplace wellness and Employee Assistance Program experience.

Thursday, January 5, 2017

Wellness Newsletter Articles That Work and Employee Newsletters That Thrill Readership

Writing wellness newsletter articles, and offering orginal content is partly science, partly art, and sorry to say it but partly a gift. A topic of interest must be used, and the reading must be fast, and the style of writing cannot put your readership to sleep. Here is how to put any reader to sleep--simply start an employee wellness newsletter article with this sentence: "Have you ever wondered..." This passive voice writing. You will fail to have employee read your content if you  if you do not pay attention to contemporary issues and find articles ideas that turn readers on. So, here's where to find content: 1) Newswise--subscriber to their daily feeds; -- see what is being posted and trending; the huge government brain of an archive that almost anything under the sun can be discovered; and for action oriented personal development content--everybody's favorite topic, go to and These resources are on our favorite list at but their are others.

Do your research then formulate your article based on the relevant information. Also meld in your own experience when posing questions and issues, and then answer those questions with real concrete answer and data from expert resources and academic research.

Company and employee newsletters are rarely meant to sell ideas to your audience, except in the instance of editorials that are discussed below. Rather, newsletters are comprised of informative tidbits for the reader to digest. The real key to a successful newsletter or article thereof, is active interest and engagement of readers. It takes relevant topics, new information, and exciting news to develop those things. Guest articles are a great way to engage readers even more actively.

What new information makes sense to be inserted in a newsletter article? And what is exciting to your reader? You don't need to research these questions before writing content. Here are the 12 items for you to focus and mix around:

#1: Workplace Relationships
#2: Worker Productivity
#3: Family, Home, and Community
#4: Personal Fitness
#5: Personal Effectiveness & Goal Attainment
#6: Team Building and Productivity
#7: Mental & Physical Health Education
#8: Hot Health Topics
#9: Stress Management Tips
#10: EAP Education for Employees
#11: Workplace Safety and Injury Prevention
#12: Customer Service Issues for Employees

I will discuss each of these topics in future issues, but to get started with your own wellness employee newsletter, go to's Frontline Employee or Work Life Excel

Discuss each of the topics above. Also, try dividing each the topics above into 12 subtopics. You'll discover it is much easier to write and research content this way, and you can also apply the what, when, who, which, who, why, and where to develop your article and not leave any idea that might be important, untouched.

Read the Readers Digest for about 15 minutes before you start writing and you will discover a solid way to put together sentence structure and write in a way that will keep you reader engaged. Watch out for big words with your wellness employee newsletter because you can easily cause your readers eyes to glaze over. This exercise with the Readers' Digest will also help you write with more sincerity and a genuine voice. In other words, you will develop a relationship with your readers that will become part of their routine.

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