Frontline Supervisor: Becoming a Better Manager

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?

Frontline Supervisor: Alcohol and the Workplace

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.

Frontline Supervisor: Bullying in the Workplace

Q. Why is it important for supervisors to understand bullying, what it looks like and how it impacts the workplace?

Frontline Supervisor: Skills for New Supervisors

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?

Frontline Supervisor: Common Management Mistakes

Q. What’s the most common mistake supervisors make when confronting troubled employees?

Frontline Supervisor: How Family Violence Affects the Workplace

Q. I always thought that family violence was almost exclusively a behind-closed-doors phenomenon and that the workplace was simply not in the picture. Is family violence something employers really need to be concerned with as a business matter?

Frontline Supervisor: Substance Abuse in the Workplace

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? 

Frontline Supervisor: Internet Use at Work

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.

Frontline Supervisor: Socializing With Employees

Q. I have an employee who does not participate in any after-hours activities that the other employees attend. She’s a great performer, but I tend to think more highly of employees who join in the fun. Should I inquire about why she does not join in? Maybe there’s a personal problem.

Frontline Supervisor: Addressing Employee Resistance

Q. I referred my employee to BJC EAP for performance issues, but was asked, “What will they do or say to me?” I know BJC EAP helps employees, but I couldn’t be specific. I think the employee is worried about sharing too much.