If you suspect one of your employees has a problem, don't immediately confront the employee or insist that he or she seek treatment. Instead, follow these steps:
1. Don't try to diagnose the employee. Instead, focus on documenting on-the-job. That lowers the organization's risk of wrongful-termination lawsuits and other legal problems.
2. Ask for advice from HR. They'll be able to tell you what type of counseling and treatment services are available for the employee, either through the organization's insurance plan or(EAP).
3. Discuss the performance issues with the employee. Set specific consequences for what will happen if performance and conduct issues aren't cleared up. Without making specific accusations, let the employee know what resources are available (counseling, EAP, local resources). Avoid moralizing or accusations about possible substance abuse.
4. If the situation continues, meet with the employee again to review the performance issues and remind him or her about available resources. Don't link treatment with continued employment.
5. Use drug testing cautiously with input from HR. Ideally, the organization should have a written policy regarding drug use in place beforehand.
6. Act as a role model. As manager, your own actions speak volumes about what will be tolerated.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/1286/identify-employees-with-substance-abuse-problems "