Q. What are the best ways to help employees feel appreciated and motivated if there is no extra money to improve pay? Unfortunately, I need every employee to pull their weight, even if we don’t have one extra dime.
Q. How should supervisors view or understand diversity in the workplace and use it as a resource to support the organization’s mission?
Q. What’s the most significant problem in the workplace that inhibits productivity, causes conflicts between workers and managers and creates the most risk for employees and the organization?
Q. I know that leadership has little to do with what I know or say, but instead with what I do. Can you give an example of one critical mistake that’s common in leadership failure and how BJC EAP can help leaders be successful?
Q. My employee was unable to stick with a treatment program for alcoholism. Unfortunately, the employee’s job was lost due to the relapse. Why do some employees recover while others do not? I can’t help but think the relapse was somehow partly my fault.
Q. Why is it important for supervisors to understand bullying, what it looks like and how it impacts the workplace?
Q. I want to make a good impression on my employees now that I am their new supervisor. What will employees focus on most as they “size me up” over the next several months?
Q. What’s the most common mistake supervisors make when confronting troubled employees?
Q. Periodically, we have employees incur back injuries on the job. Some get pain medications, which I know can be addicting. Although I haven’t noticed any employees affected by drug dependency, what are the symptoms?
Q. What is Internet addiction and how can I spot whether Internet addiction is affecting productivity? How would you hold an employee accountable if you can’t “diagnose” the worker? It seems like a catch-22 to me.
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