Identifying Troubled Employees
As a supervisor, it is your job to ensure that staff are working up to their capacity. You can begin by learning how to determine who needs help and the kinds of help they need.
Marginal Performance
If the performance of an employee is marginal, find out why. Reasons may include confusion about expectations, lack of skills or knowledge, lack of motivation or commitment, confusing goals, incompetent co-workers, or ineffective systems.
How to Spot Drug or Alcohol Problems
Employees abusing drugs or alcohol will eventually do poor work. Some early clues for abuse might include lack of alertness, diminished coordination or impaired judgment in decision making. Other signs are memory lapses, mood swings, anger, apathy, inability to stay on task, abuse of break times, avoidance of co-workers, absenteeism, tardiness, procrastination, inattention to details and extreme sensitivity to criticism.
Personal Problems
An employee’s job can suffer because of personal worries. Marital problems, difficulties with children, financial problems or job-related stress can also cause noticeable changes in an employee.
When to Step In
If an employee is performing inadequately, appears to be showing signs of drug dependency or is having personal problems that are affecting job performance, then it is time to step in.
- Proceed quickly before the problem magnifies. Observe and document.
- Start with an informal talk about job expectations. Proceed with formal performance management as needed.
- Give specific examples of changes that have occurred, such as diminished alertness or increased absenteeism.
- Don’t try to diagnose the problem. Instead, consider using the Formal Supervisor Referral.
- Refer to The Village Employee Assistance Program (EAP.) Obtaining help, as an employee, is voluntary in most cases. Satisfactory performance is mandatory.
If the employee’s work fails to improve, contact your Human Resources Department and seek help from The Village EAP. They will work with you to proceed according to your company policy. It is important to be fair and consistent in dealing with the employee and in accurately documenting important information. Continue to follow up on the problem until there is some resolution.
When the Employee Seeks Help
Give support to any employee who accepts help. If the employee needs to be gone during work hours and that is an option, assure the employee that his absence will remain confidential. Ask if he needs help with insurance, sick leave, or personal leave. Such support is critical.
For more information on assisting troubled employees contact us.
