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Frontline Supervisor (monthly publication)

Resource Guide for Supervisors

FrontLine: Newsletters for Supervisors – the practical and useful resource that answers many questions and addresses concerns that Supervisors/Managers may encounter with their employees.

  • October 2013 (PDF)  

    • Tips on making meetings more efficient
    • Can EAP help a manager develop better people skills?
    • Giving constructive feedback to poor performers
    • Keeping conflict and relationship problems in the department from affecting customer service
    • Putting an end to a culture of blaming in the work environment

  • September 2013 (PDF)

    • How can I encourage employees to deal with interpersonal difficulties before relationships deteriorate?
    • Dealing with an overly flirtatious employee
    • Employees who procrastinate
    • How can I be less of a micromanager?
    • What is “mobbing” in the workplace, and how does one deal with it?
  • August 2013 (PDF)

    • What can I do about a disrespectful employee?
    • Employees who do not participate in after-hours activities attended by other department members
    • When performance problems remain after referral to EAP
    • How should I respond to an employee who does not “trust” the EAP?
    • Employees who worry about sharing too much with the EAP
    • How can I encourage employees to adapt and accept changes?
    • Checklist – what to do after referring an employee to EAP
    • Dealing with a lack of energy and enthusiasm among employees
    • How to supervisors most often fall short?
    • Handling aggression, bullying and negativity in the workplace.
  • June 2013 (PDF)

    • How can supervisors promote wellness among employees?
    • Why is change so difficult for employees, and what can be done to reduce resistance and conflict?
    • Dealing with employees who have not followed EAP recommendations and continue to demonstrate problems
    • How EAP can help supervisors with stress management
    • Tips for a newly hired supervisor to build trust with employees
  • May 2013 (PDF)

    • How can supervisors convince employees to go to the EAP?
    • Signs and symptoms of meth use or withdrawal among employees
    • Engaging casually with employees and improving communication with them
    • How can supervisors help promote high levels of productivity?
    • Is there a greater risk of accidents and injury on the job as a result of economic stress?
  •  April 2013 (PDF)

    • Encouraging more positive communication among one’s employees.
    • What can supervisors do to encourage employees to make positive changes without threatening them?
    • The advantages of being able to admit one’s mistakes
    • What can or should supervisors do to support employees facing furloughs?
    • The numerous positive ripple effects of an EAP
  •  March 2013 (PDF)

    • What are the most common complaints employees have against their supervisors?
    • How can I inspire employees to maximize their performance?
    • Dealing with employees who regard referral to EAP as a punitive step
    • How to help an employee who is too shy to speak in public when it is part of the job
    • Employees who “cyberloaf” (use the Internet excessively for personal purposes) on the job
  • February 2013 (PDF)

    • Why do some supervisors not refer employees to the EAP, despite being trained to do so?
    • Does demonstrating sympathy towards and under-performing employee undermine a supervisor’s authority?
    • “Denial” in employees with drug or alcohol problems
    • How to find out what motivates employees
    • How to recognize symptoms of dependence on painkillers
  • January 2013 (PDF)

    • Helping employees cope with the loss of a major contract
    • Employees who drink alcohol at lunch time, but do not appear to be under the influence
    • How to develop “soft skills” needed to be a successful supervisor
    • Distributing assignments fairly amongst employees when a supervisor does not necessarily trust all employees equally
    • How important is social competence in the workplace?
  • December 2012 (PDF)

    • Balancing the positive and negative effects of competition in the workplace
    • Are there signs to indicate whether an employee might be dealing drugs?
    • Inhalant abuse in the workplace
    • Encouraging employees to share their concerns with supervisors, not just their peers
    • Employees who intimidate others, causing their ideas to be suppressed
  • November 2012 (PDF)

    • How long should I continue to recommend the EAP to an employee for an ongoing domestic problem when the employee has not followed my recommendation?
    • Socializing on the job – beneficial, or a distraction?
    • The importance of remaining focused on performance issues, and insisting on change
    • Managing workplace negativity
    • The importance of maintaining respectful behavior in the workplace
  • October 2012 (PDF)

    • What is “presenteeism,” and how should one deal with it?
    • Identifying signs of impairment due to drug or alcohol use
    • Developing relationships and trust among the employees one supervises
    • Practicing appreciation and gratitude as a team-building exercise
    • Should body language that appears resistant during performance correction be documented?
  • September 2012 (PDF)

    • How does domestic violence impact the workplace?
    • How can I become more trusting of my employees, and less controlling?
    • Valuing diversity in the workplace
    • How to motivate employees without being perceived as a bully
    • Ways to encourage employees to use emotional intelligence when dealing with customers
  • August 2012 (PDF)

    • Is it appropriate to ask the EAP’s opinion as to whether to issue a disciplinary action?
    • What causes people to enable coworkers who use illicit substances?
    • Balancing compassion with effective leadership
    • Employees who are great workers but bad collaborators
    • Dealing with an employee with a naturally grumpy personality
  • July 2012 (PDF)

    • Employees who are reluctant to share their heavy workloads
    • What issues adversely affect supervisors’ motivation to refer employees to the EAP?
    • What is the most important leadership skill?
    • Do assessments of employees for emotional intelligence or other aptitudes fall within the scope of the EAP?
    • Creating a work culture where employees are passionate and excited about what they do
  • June 2012 (PDF)

    • Accommodating employees who are suffering from Postraumatic Stress Disorder (PTSD)
    • Can a supervisor help a employee who fears success?
    • The impact of financial problems on productivity
    • How can I motivate employees to consider using the EAP?
    • Are symptoms of burnout measurable or documentable?
  •  May 2012 (PDF)

    • How to cope when one does not think that one is cut out to be a manager
    • Is manager partly to blame for employee’s inability to stick with an alcoholism treatment program?
    • The disadvantages of those in leadership behaving as peers with their supervisees
    • Dealing with an excellent worker with an absenteeism issue
    • How to encourage employees to use their supervisor as a resource
  •  April 2012 (PDF)

    • Dealing with workplace politics
    • How important is it for a manager to be approachable?
    • Stereotypes, misconceptions and falsehoods associated with the supervisor’s role
    • Helping employees find more meaning and fulfillment in their jobs
    • Identifying burnout and seeking help
  • March 2012 (PDF)

    • Is written correction and documentation sufficient, or do I really need to meet with employees in person?
    • How can EAP help me as a supervisor?
    • What are the most common bullying behaviors in the workplace?
    • Can I solve the issue of a troublesome employee by giving him/her assignments that will cause him/her to quit?
    • Is it really a bad thing to micromanage my employees?
  • February 2012 (PDF)

    • Can off-duty marijuana use be increasing on-the-job accidents?
    • Anger management in the workplace
    • A supervisor’s role in preventing workplace bullying
    • Helping an employee find his or her “gift”
    • Holding employees accountable without provoking them to defensiveness
  • January 2012 (PDF)

    • The crucial role of the supervisor-supervisee relationship
    • Maintaining a positive work culture
    • Feelings of guilt after losing an employee to a drug overdose
    • Dealing with an employee who tries to intimidate by referencing legal matters
    • The role of the EAP in the use of employee mental health benefits
  • December 2011 (PDF)

    • Does defensiveness about alcoholism indicate an alcohol problem?
    • The role of praise in motivating employees
    • How can I identify whether my employees are too stressed?
    • Labeling an employee as “passive-aggressive”
    • How can a supervisor become more approachable?
  • November 2011 (PDF)

    • Stepping into the shoes of a highly respected leader
    • How can I motivate/inspire my employees?
    • What is the difference between stress and pressure?
    • The effect of economic downturns on employee safety and wellness
    • Learning how to manage difficult employees
  • October 2011 (PDF)

    • Employees who are not a good fit for the position
    • Adopting a collaborative approach to supervision
    • Communication difficulties in the workplace
    • Managing change in a way that reduces employee stress
    • Acquiring leadership skills by observing effective leaders
  • September 2011 (PDF)

    • Supervisor referrals to the EAP
    • Effective use of praise
    • Effective delegation
    • “High Maintenance” employees
    • Can the EAP be used as a witness to a disciplinary meeting?
  • August 2011 (PDF)

    • Addiction problems
    • Employees with personality disorders
    • Supervising blue-collar employees
    • Tips for a new supervisor
    • Preparing for a disciplinary meeting
  •  July 2011 (PDF)

    • Achieving a better work/life balance without compromising productivity
    • Employees who sleep on the job!
    • How can I inspire my employees?
    • Helping new employees understand the “work culture”
    • Arguments over performance issues
  • June 2011 (PDF)

    • Anonymous notes concerning employees
    • Preserving “top talent”
    • Argumentative employees
    • Employees who “goof off”
    • Seriously distressed employees
  • May 2011 (PDF)

    • Supervisors who avoid conflict
    • Employees with financial problems
    • Making employees feel valued
    • Helping employees to communicate more effectively
    • Increasing employee job satisfaction
  • April 2011 (PDF)

    • Getting more support from one’s boss
    • Passive aggression following disciplinary action
    • Immaturity in the workplace
    • Stress reduction
    • The costs of work stress
  • March 2011 (PDF)

    • How can EAP help supervisors?
    • Handling employee alcohol problem when performance is not affected
    • What is the difference between stress and hard work?
    • Conflict avoidance in a new supervisor
    • Doing more with less
  • February 2011 (PDF)

    • Dealing with a “blame culture”
    • Employees who try too hard to please
    • “Hotshot” employees who think they know more than the boss
    • Delusional employees
    • Employees who have an excuse for everything
  • January 2011 (PDF)

    • Long-term performance issues
    • Withdrawal of releases after initial cooperation with EAP referral
    • Obesity in the workplace
    • Early signs of potential violence
    • Can one be a good manager and still be liked?
  • July 2009 (PDF)
  • June 2009 (PDF)
  • May 2009 (PDF)
  • April 2009 (PDF)
  • March 2009 (PDF)
  • February 2009 (PDF)
  • January 2009 (PDF)
  • December 2008 (PDF)
  • November 2008 (PDF)
  • October 2008 (PDF)
  • September 2008 (PDF)
  • August 2008 (PDF)
  • July 2008 (PDF)
  • June 2008 (PDF)