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.

(Learn about Frontline Employee customize-able, Workplace Wellness Newsletter for Human Resources.)

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

Share this post!