Former inmates get new start in entrepreneurship | Tips for managing employees who have bipolar disorder | 'Mouse jiggler' firings highlight trend of workplace monitoring
Formerly incarcerated individuals are 5% more likely to start their own businesses compared to the general public, a study by Columbia University finds. Entrepreneurship offers a way to earn an income and avoid discrimination in traditional employment, providing a sense of purpose that can reduce recidivism.
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Employers should support employees who have bipolar disorder by recognizing their need for consistent sleep routines, allowing them to adjust their daily tasks, offering hybrid work options and teaching managers how to foster conversations about mental health and promote psychological safety at the office, write researchers Constance Noonan Hadley, Hooria Jazaieri and Hillary Anger Elfenbein. "Individuals with a diagnosis of bipolar disorder are more likely to thrive in a culture that values both performance and compassion for employees," they write.
Care for your employees, wherever they are Give your employees the power to choose how they engage in their biometric screenings. With accessible screening options and actionable health insights from anywhere, you can support your workforce with the care they deserve. Learn more in this eBook.
New managers face the daunting task of conducting performance reviews, which are vital for team morale and organizational success. This guide offers eight tips for doing them well, including understanding the review's purpose, setting a balanced tone and providing constructive feedback.
Half of employers rate their compensation packages as above average, with external benchmarking and salary bands being key determinants, EBN's 2024 compensation research report finds. Economic pressures, such as inflation, are making it difficult for wages to keep pace, but most employers plan to issue performance-based raises in 2024.
Work habits can sometimes disguise underlying depression, such as excessive working hours, social isolation, missed deadlines, irritability, and apathy towards work. Employers can help by offering Employee Assistance Programs and celebrating small achievements.
June is LGBTQ+ Pride Month: The "Mother of Pride" deserves lots of the credit for developing and organizing some of the first Pride events in 1970. Who were they?
Audrey* is a bright, focused, hard-working professional. She is a flight attendant for a major airline. Still young in her career, Audrey has nonetheless quickly climbed the ranks and earned senior-level status on her crew.
Audrey came over for a visit recently. She also rides motorcycles. We were talking about riding and work when she said she had something to discuss within me.
“I’m bipolar,” she said, not looking at me. “I found out a year ago.” She didn’t look ashamed, but still focused her eyes ahead. I let a few seconds pass before responding.
“That’s big news, darling,” I said, smiling gently at her. “But it’s clearly had no bearing on your career. Or anything else you’ve tried, including riding. You’ve done a good job managing it.”
She turned to me and smiled. We spent the next several minutes discussing the diagnosis and her areas of challenge – finding the right mix of medications; telling friends and family; and battling the stigma attached to bipolar disorder.
The stigma had her worried. She hadn’t disclosed her condition to HR or her managers. She knew she couldn’t be fired for it, but she was still concerned about how her co-workers would deal with the news.
“I think people will be cool, but I don’t know. Everyone makes fun of bipolar, even I do,” she said. “When they find out I have it, it could get weird.”
I hate to admit it, but she’s right. According to our Recruitment & Retention story today, many managers are ill-prepared to discuss mental-health issues, let alone provide support to team members who have a condition. Managers have been known to ignore requests for accommodations, delaying promotions and even firing people after receiving news of the diagnosis. That’s terrible!
We have to do better. Are you dealing with this issue in your organization? How are you doing that? Let me know! And if you enjoy this brief, tell others so they can benefit also.
* Name changed to preserve privacy.
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