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

Hmm. Who Should Write Employee Newsletter Articles?

Would you let the oil change guy in that pit at Jiffy Lube write your employee newsletter--with workplace wellness and productivity tips articles? What about your mother? How about your dentist? No? I don't think I would either.

Author of Frontline Employee Newsletter Resume
Daniel Feerst, BSW,MSW, LISW-CP SC #008845

It takes experience and a ton of living to formulate content that will satisfy a broad swath of employees found in most companies. You must know how to write for interest, and you must understand how to say enough, but not too much. You want to employees to learn about personal problems and become motivated to solve them, not use the newsletter demotivate their interest in taking the next step because you gave too much treatment, counseling, or indeed, personal help.

It's a bit hazardous to copy material off the Internet, too with legal risk and charges of plagiarism. So, you need an experienced pro. But who?

There are people who know a lot about hundreds of topics related to workplace wellness, getting to work on time, dealing with teenager problems, managing workplace conflicts, helping employees value diversity and eliminate bias, or simply communicate better that will help maintain high morale, solve problems faster, and allow information to flow better. Who?

I would argue this newsletter writer should be an industrial or occupational social worker with extensive experience in employee assistance programs, working inside a company and outside a company dealing with employee and supervisor stress, people who went postal, sudden death and grief in the workplace, and intervening substance abusing workers--both alcoholic, heroin addicts, and ones who got caught selling Meth.

This describes only briefly the writer of Frontline Employee newsletter.

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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