March 2026

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March 2026: Life, Health, and YOU

Workplace Communication

Communication skills are important for everyone because they shape how we share and receive information and how we express our ideas, thoughts, and opinions. Communication happens in many ways, including verbal communication, nonverbal cues, written forms, and visual communication.

Developing a variety of communication skills helps ensure messages are understood as intended. Knowing your audience and understanding how they prefer to receive information is just as important as knowing your own communication style.

In the workplace, strong communication skills are especially valued. Employers consistently rank communication as one of the most important qualities they seek in potential employees. For example, during job interviews, employers are impressed by candidates who provide thoughtful, detailed responses, actively listen, and clearly share their ideas and experiences.

Nonverbal communication also plays a critical role—good eye contact, confident posture, and engaged listening help create a positive impression.

One common challenge in the workplace is learning how to navigate different communication styles and understanding when and how to share ideas or concerns. Some supervisors directly ask for employee input, while others expect employees to speak up when something is important or ask questions when clarification is needed.

Knowing how to listen carefully, communicate respectfully, and ask for help when necessary strengthens workplace relationships. When employees and supervisors communicate effectively using methods that work for both, it increases the likelihood of job satisfaction, retention, and opportunities for advancement.

How to Ask for Clarification

Asking for clarification can feel uncomfortable, especially in professional settings where you want to appear confident. Below are several ways to ask for clarification confidently.

Use questions to improve accuracy and prevent misunderstandings. Effective questions are focused on the goal of the conversation, not personal confusion.

Vocalize what you understand and identify the specific detail that needs clarity. This shows alignment and professionalism.

Tone matters. Keep language simple, avoid apologizing, and focus on confirming details rather than expressing uncertainty.

With practice, asking for clarification becomes a natural part of communication, helping you sound thoughtful, prepared, and confident while supporting better outcomes.

National Health Observances

Each month, we feature select National Health Observances (NHOs) that highlight important health and life issues affecting people every day.

March is Brain Injury Awareness Month to promote awareness and education surrounding brain injuries.

Nutrition Month: This year’s theme is “Discover the Power of Nutrition.”

March 6th is National Employee Appreciation Day where Bosses have the chance to support, thank, and reward workers.

Mental Health Minute

Finding Quiet Time

Recent studies are showing that taking time for silence restores the nervous system, helps sustain energy, and conditions our minds to be more adaptive and responsive to the complex environments in which so many of us now live, work, and lead.

  • Punctuate your day with five minutes of quiet time. If you’re able to close an office door, or find another quiet hideaway, it’s possible to hit reset by engaging in a silent practice of meditation or reflection.
  • Take a silent afternoon in nature. Immersion in nature can be the clearest option for improving creative thinking capacities.
  • Go on a media fast. Turn off your email for several hours or even a full day or try “fasting” from news and entertainment.

Live Monthly Webinar

How to Communicate Effectively

March 11, 2026

1:30 PM - 2:30 PM Eastern

Register for this webinar in MY Portal. All webinars are recorded and saved in MY Portal about two to three days after the event.

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Supervisor Orientation Test

Welcome to your Supervisor Orientation Test! There are a total of 12 questions and you need to get at least nine correct to receive a passing grade. You may refer back to the Supervisor Orientation training materials if you need a refresher.

Which statement most closely describes an EAP?

A supervisor is not allowed to dispense a disciplinary action while an employee is being seen by the EAP, even if performance problems are continuing.

EAPs can reduce the risk of lawsuits by helping troubled employees resolve personal problems before they face adverse actions such as termination that can lead to expensive legal challenges.

Many professionals in the workplace may consult with supervisors, but the profession founded on the basis of helping troubled employees and consulting with supervisors in managing and intervening with troubled employees is:

Your employee says she has marital problems after you confront her about coming in late and calling in sick. As a result, you recommend that she call the EAP. The attendance problems stop. However, two months later, attendance problems return. Your prior discussion and recommendation to use the EAP was a "supervisor referral"?

Some employees have personal problems, but no performance problems. How would you respond: Your employee tells you she is having financial problems. She says if things get worse, she might have to file for bankruptcy. She has no performance problems. What would you do?

Your employee has a problem with absenteeism. When confronted, he says he will seek help from the EAP. A month later the absences continue. At this point, there is no need to make a supervisor referral because the employee has already gone.

Which one of these interactions with a troubled employee would most likely be perceived as serious and motivate change?

If you refer an employee to the EAP, but do not consult with the EA professional and do not provide written information concerning performance problems, all of the following are likely to happen EXCEPT:

If the employee is referred to the EAP, but refuses to sign a release of information, the supervisor will have no way of knowing if the employee followed through with the referral.

Meeting with an employee after referral to the EAP, and planning specific dates and times for other follow-up meetings is a powerful way of helping an employee feel a constructive sense of urgency to follow-through with the EAPs recommendations and reduce the likelihood of a return to performance problems.

You are concerned with your employee's continued absenteeism and problematic behavior on the job. You decide to refer your employee to the EAP. Unfortunately the employee does not go after agreeing to do so. How should you respond?