CORPORATE EMPLOYEE SERVICES
"Scott Stern is a highly-effective clinician, program developer, and clinical leader.
In particular, his work with significant EAP client organizations is exemplary;
he consistently establishes and maintains excellent professional relationships,
which is essential in meeting the requirements of EAP contracts.
As measured by formal surveys and outcome
data, his performance is very strong."
--Dr. John Kastan, Chief Program Officer at Jewish Board of Family and Children's Services,
Former Vice President, Behavioral Health at Saint Vincent's Hospital,
President, Board Member of Directors at NYS Council for Community Behavioral Healthcare
The success of every organization relies on the performance of its talent.
Scott works with senior management, executives, and human resource professionals as employer/employee assistance consultant, wellness trainer, trauma and PTSD specialist. He strategizes to empower the organization's workforce by way of employee engagement and other related approaches.
Many of his clients have reported improved morale, work performance and talent retention as outcomes of empowering corporate employee services.
The employer is coached about diverse empowerment techniques
to resolve staffing concerns and improve employee engagement.
Many complex employees are discussed during the Management Consultation.
During the Management Consultation,
the employer is coached about diverse interventions to address concerns while empowering the employee. Interventions can include wellness training, behavior modification, crisis management and management referrals. In this regard, the management consultation can be an effective measure to resolve issues and retain talent. The consultation can be by telephone or in person.
Management Consultations with senior executives and human resource professionals can help employers manage and improve employee work performance. It is intended to empower the employer and staff with information and employee support services.
Scott often works with management referrals in which he meets with the employee to provide confidential empowerment counseling and support.
He provides mental status assessments, solution-focused counseling, referrals and case management to assist employees with diverse concerns.
These concerns often include alcohol and substance abuse, "burn-out," interpersonal difficulties, sexual harassment, depression, anxiety, anger, and post traumatic stress disorder.
Scott can meet with the employee onsite or offsite. If the employer wants feedback regarding the employee's
compliance and attendance, a consent form to release this information must be signed by the employee.
The content of counseling sessions is not disclosed.
The employer is advised to monitor work performance without involvement in employee's personal issues. This protects the employer from liabilities and empowers the employee to discuss problems confidentially.
Exceptions are when the employee has intent to harm self or others, and when the employee is not "fit for duty." In such cases, the employer should be notified
Optimal outcomes of employee empowerment coaching and counseling
enhance performance, enable wellness, engage staff and increase talent retention.
Engaged employees work better and harder when they feel empowered in the workplace. Management empowerment involves treating employees with respect and value to provide the empowerment needed to get the job done well. Do not tell your employees you value everyone; show it through the right actions.
- Show that you trust your employees. Let your employees know you trust them. Give employees the tools needed to get the job done well, but do not constantly question and doubt them. If you do not trust your employees, they lose the motivation to do their job well. Trust provides employees with a responsibility that they want to uphold and encourages them to do their best.
- Listen and talk to your employees. When your employees have a concern, listen. Use your facial expression, body language, voice and words to show that you are engaged in what the employee is saying. In addition, talk to your employees, and provide the information each employee needs to do his job. This creates a connection between you and your employees. It shows them you truly respect and care about them and makes each employee care more about you, the company and the job.
- Don't keep the company goals from staff. Upper management creates the goals, direction and vision for the company. Avoid keeping those goals a secret from the rest of your employees. Failing to share these with your employees creates a gap between employees and upper management and shows employees that they are not part of those goals. If employees feel they are not part of the direction and goals, they do not care if the company reaches those goals. Discuss the company's goals, direction and vision with all of your employees, and ask employees for ideas, suggestions and input.
- Never point fingers at employees. When something goes wrong or does not work exactly right, do not blame the employee for doing the job wrong. Getting angry and blaming the employee makes him feel frustrated. Instead, talk with the employee, and find out what is wrong with the system. Figure out how to solve the problem instead of punishing the employee. Make the employee part of the solution by asking for suggestions and implementing those suggestions.
- When interacting with employees, remember how important it is to show your employees that everyone is part of the team. When employees feel that they are on your team, they want to do their best to make the company a better place. Review how you interact with your employees, and make management empowerment changes to ensure that every employee feels like part of your team.
Scott conducts wellness training workshops for senior management and their staff on topics including Coping with Depression, Substance Abuse Prevention, Team Building, Stress Management Techniques and Burn-out Prevention.
When an incident or trauma has occurred (such as the death of a co-worker),
he provides a Critical Incident Stress Debriefing (CISD) and Management (CISM) for effected staff members. A critical incident debriefing should occur no longer than 3 to 7 days following a critical incident.
Scott has provided employee assistance and corporate services for advertising agencies, law firms, public relations firms, pharmaceutical companies, medical centers, brokerage firms, universities, national sports associations, global media and entertainment companies, labor unions, accounting firms, financial institutions and governmental agencies.
Empowering Corporate Assistance Services For:
Employee Mental Status Evaluations
Substance Use Assessments and Interventions
Critical Incident Response (CISD and CISM)
Training Needs Assessments
Conflict Management and Resolution
Managing Workplace Bullying
Onsite and Offsite Counseling