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.

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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.

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