Managers and Employers
 Good managers know their employees need help from time to time...
...Great managers know how to help!
Employees rely on their supervisors or managers for training, direction and VERY often advice. Some issues are obviously "work related" while others fall into that grey area called "personal issues."
Managers must be careful! Advice no matter how well intentioned may have legal consequences. However, failure to assist a valued employee at time of need may result in another set of consequences.
Depression in the Workplace
Success in the work environment depends on everyone's contribution. That's why no one in the workplace can afford to ignore depression. This year, more than 19 million American adults (9.5% of the population) will suffer from this often misunderstood disorder. It is not a passing mood. It is not a personal weakness. It is a major-but treatable-illness. No job category or professional level is immune, and even a formerly outstanding employee can be affected.
What to do when an employee is depressed: A guide for supervisors. As a supervisor, you may notice that some employees seem less productive and reliable than usual-- they may often call in sick or arrive late to work, have more accidents, or just seem less interested in work. These individuals may be suffering from a very common illness called clinical depression. While it is not your job to diagnose depression, your understanding may help an employee get needed treatment.
Strengthen your team with "Perpetual Recruiting" strategies
The most successful and seasoned managers have a secret! They know that building strong teams is a proactive process. If you wait until an employee leaves the company to begin searching for a replacement, you have made a "rookie" mistake! Unfortunately for you and your company, this mistake will result in lost productivity from an empty position, put pressure on remaining employees to "fill-in" and most likely result in a hurried hiring process.
Training supervisors: A critical link in a successful substance abuse prevention program
On August 28, 1991, a New York subway operator crashed his train near a station in lower Manhattan. Tragically, five people were killed and more than 200 others were injured. After the accident the operator was tested for drugs and alcohol. He tested positive for alcohol with a blood alcohol content level of .21, more than twice the legal limit in the state of New York. The next day the New York Times ran a story that quoted two of the operator's supervisors who admitted that they knew the man had a substance abuse problem, but they didn't know what to do about it.
Saving lives and money: Solving substance abuse in the workplace.
Today in the United States, 71 percent of all drug users over the age of 18 are employed either full- or part-time; that's more than 10 million workers. The chances that your company employs a substance abuser, regardless of the size of your business or the number of employees you have, is greater today than it has been in the past several years. Why? Because substance abuse in America is on the rise and it hasn't left the workplace out of its path of destruction.
Uncovering the hidden signs of workplace substance abuse
Can employers avoid losing money to substance abuse problems in the workplace? Can employers look for signs of possible substance abuse? Are there hidden signs that might warn employers that a problem is developing? The answer to all three of these questions is yes.
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Sales Careers
 Great salespeople learn to maximize their opportunities through self-improvement and discipline. A high-risk/high-reward sales culture is at times exciting and lucrative, and other times frustrating and stressful!
For Women Only
 Constantly pushed to do more and more by people close to them... women must learn to create effective strategies for coping in today's hectic work environment.
Some women "want it all" others only need balance. Understanding the source of interpersonal conflict and identifying available support systems is critical for getting the most out of the work/life experience.
Information Technology
 Skills. Skills. Skills. It's all about the skills!
Commanding top wages and exciting projects will require cutting edge technical skills and as much experience as new technologies afford. Keeping up in your field requires a commitment to learning that is ongoing. While engaged in the pursuit of new skills...
...don't forget that while you interface with technology most of the day, people make decisions regarding your compensation, your tenure and your responsibilities.
Tips:
- Learn to develop negotiating skills
- Learn to resolve feelings of isolation resulting from limited personal interaction
- Build relationships with cross functional teams to stay connected
- Mentor "less" technical co-workers who are shy around technology
- Recognize and treat depression that may come from isolation
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