Assisting an Impaired Employee

REALITY CHECK: Substance abuse and other emotional concerns impact every workplace…including yours. While challenging, the risk of ignoring it is greater than the challenge of taking action. Managers are in a unique position to identify patterns that may indicate an employee is impaired. While managers should not attempt to diagnose the problem, observable behavior patterns may suggest a need for intervention.

While we’ve made some progress in demystifying mental health concerns, the stigma remains. Employees continue to fear for their reputations and even their jobs if they seek help. If they could ‘snap out of it’, they would. But they can’t. At the same time, their performance, relationships and even the team’s morale may be suffering. Others in the workplace expect you to take care of the problem.

You don’t need to handle this situation alone.

Workplace Solutions’ professionals are ready to assist. Consider the following steps:

1. Write down your observations of the employee’s behavior and its impact on his/her performance.
2. Document any unusual or inappropriate behaviors.
3. Confer with your manager and Human Resources.
4. Review your organization’s policies.
5. Consult with Workplace Solutions by calling 800-327-5071.
6. When you meet with your employee, keep the focus on performance and observable behavior.

Consider the risks:

• Mental health disorders and substance abuse cause absenteeism, but the biggest impact is in lost productivity.
• Substance-abusing employees function at about 2/3 of their capability.
• Approximately 20% of workers are directly affected by substance abuse or are impacted by the substance abuse of a loved one.
• Depression and anxiety rank as the 1st and 5th most costly health concerns.
• An estimated 500 million workdays are lost annually in the US due to alcohol abuse.

MANAGER TOOLBOX

• Managing Performance Concerns
• Assisting an Impaired Employee
• Harassment and Bullying in the Workplace
• Responding to Traumatic Events
• Program Promotion
  

Dos and Don’ts:

• DON’T diagnose the employee
• DON’T become over-involved in the employee’s concern
• Unless you see it yourself, DON’T mention use of substances or alcohol
• DO stick to facts and observable behavior when documenting
• DO demonstrate your concern by addressing the employee’s performance and its effect on your team/workplace in a timely manner
• DO provide your employee with the opportunity to address personal concerns through Workplace Solutions