Personal problems spillover into workplace (Web sight)

Knowing how to help troubled employees

Personal problems involving family, finances, health, alcohol, drugs, gambling and stress can deeply affect an employee’s behaviour. The resulting decline in on-the-job performance can cost employers a great deal. An effective employee assistance program (EAP) can help identify and resolve these problems. The following websites provide advice that can help line managers recognize when an employee has a problem and how they can steer him towards counselling.

Helping the troubled employee

http://corp.aadac.com/content/corporate
/workplace/its_our_business_dealing_with_
troubled_employee.pdf


The Alberta Alcohol Drug Abuse Commission’s site offers this PDF titled “Dealing with the troubled employee.” This easy-to-read document outlines how to identify a troubled employee, how to record observations and how to prepare for a meeting. Under “Meeting with the employee,” the document says that “it is important to be non-judgmental, to state the facts and keep the discussion focused.” When dealing with employees who have a drug, gambling or alcohol problem, avoid getting caught up in a denial. “Keep your focus on job performance and on observable behaviours.”

Balance concern for well-being with job performance

www.doer.state.mn.us/eap/refrl-gd.htm

The State of Minnesota’s Department of Employee Relations provides a Supervisor’s Guide to EAP Referrals. The guide says EAP referrals are most successful “when balanced between genuine care for the individual and holding the employee accountable for acceptable job performance and workplace behavior. The best referral is informative, not judgmental.” It goes on to state that a supervisor should inform the employee that EAP services are available and then provide the name and number of an EAP person to contact. “Do not make assumptions about personal problems or attempt to label a personal problem for the employee.”

Opening the door to help

www.mentalhealthworks.ca

The Mental Health Works site offers a great deal of advice on mental health issues for both employers and employees. Click on “Why is mental health a workplace issue?” for some eye-opening facts on depression, stress and burnout. “Recent calculations, which include indirect costs, suggest that upwards of $30 billion is lost to the Canadian economy annually due to mental health and addiction problems.” Click on the links at the left side of the home page for employer information. There’s a section on “Talking to your employee,” which advises managers to “be honest, upfront, professional and caring in your approach,” and to “talk about the ways in which the employee is valued before raising areas of concern.” As well, managers should “be prepared for the possibility that, while you may be opening a door to offer help, the employee may choose not to walk through the doorway.”

Recognizing the warning signs

www.addictionconsulting.com

This Saint John, N.B.-based website for employers and employees offers a range of information about addiction problems in the workplace. The site’s left sidebar provides several links to pertinent information for managers. In “Why you need an alcohol and drug policy in your workplace,” the author points out that people don’t develop alcohol problems overnight. “There are signs and symptoms that people should learn to be aware of, both managers and co-workers. The captain of the Exxon Valdez (the infamous ship that spilled its oil off the coast of Alaska in 1989) had an alcohol problem that was not dealt with by his employer. Look what happened.” Another sidebar link, “Alcoholism in the workplace — a handbook for supervisors,” provides a hands-on look at the supervisor’s role and what signs to look for, including attendance, performance problems and relationships with others at work. Under the subhead “Confronting the employee,” there’s advice on what to do before holding a meeting. “Gather any documentation of performance or conduct problems and think about what items to discuss with the employee. It is important to be specific about the problems in the employee’s performance and conduct and the particular incidents of concern. It might be helpful to rehearse this or at least go over the documentation with the EAP counsellor.”

Ann Macaulay is a freelance editor and regular contributor to Canadian HR Reporter. Her Web Sight column appears regularly in the CloseUp section.

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