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EAP Supervisory Training

EAP Supervisory Training. The EAP as A Management Tool for Managers and Supervisors. A REACH EAP & Workplace Solutions Seminar. What is an EAP?.

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EAP Supervisory Training

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  1. EAP Supervisory Training The EAP as A Management Tool for Managers and Supervisors A REACH EAP & Workplace Solutions Seminar

  2. What is an EAP? • An Employee Assistance Program or EAP is a special employee benefit provided by the employer to assist employees and their family members with personal, marital, family and job-related problems • Through employee seminars and individual assistance, the EAP can help with the prevention of problems by focusing on lifestyle planning, stress management, maintaining healthy relationships, and emotional wellbeing. • The goal of the EAP is to assist employees in achieving and maintaining happy, healthy and fully productive lives.

  3. A Management Tool • Comprehensive Management Support System • Resource for Help with Both Individual Employees and Employee Work Groups • Focuses on Workplace Needs and Issues • Goal of Healthier, Happier and More Productive Employees

  4. Importance of the Supervisor • Knows the Baseline Behavior of Employees • In Key Position to Identify Employee Problems • Uses Leadership and Power of the Job to Motivate Employees to Seek Assistance • Invaluable Resource for the EAP in Understanding Employees’ Behavior

  5. Things to Keep in Mind • Keep Your Focus on Job Performance • Be Alert to Personal Problems Underlying Performance Issues • Protect the Employee’s Right to Confidentiality and Privacy • Know that Your EAP is There to Support and Coach You When You Need to Confront and Refer a Troubled Employee

  6. Some Don’ts to Not Do! • Don’t Enable by Ignoring Employee Problems - Take Action! • Don’t Apologize for Confronting the Employee • Don’t Diagnose - This is the Responsibility of the EAP Professional • Don’t Be Your Subordinate’s Counselor - Make an EAP Referral • Don’t Forget to Document Each Infraction or Unacceptable Behavior

  7. What to Look For • Changes in the Normal Pattern of Behavior • Decline in Performance of Duties • Negative Interactions with You and Other Employees • Feedback/Complaints from Other Employees • Attendance - Troubled Employees are Sick, Late and Absent 3 Times More Often Than Others!

  8. Extent of Workplace Problems Out of Every 100 Employees: • 25% Have Problems Affecting Productivity at Any One Time • 18 Have Personal or Family Problems • 12 Are in Need of Mental Health Care • 14 Are Affected by Substance Abuse • 6 Are Alcoholic • 90% of Supervisors’ Time is Spent With 10% of Their Employees!

  9. Role of the Supervisor Five Steps to Assisting a Troubled Employee: Recognize Document Take Action Refer Follow-Up

  10. Absenteeism • Monday, or Friday After Payday • Absent from the Job Location • Sleeps in and Calls in Sick • Leaves Work Early or Without Permission • Frequent Visits to the Washroom • Frequent Use of Sick Leave Benefits • Frequent Phone Calls While at Work

  11. Lateness • Frequently Comes to Work Late • Frequently Takes Extended Coffee or Meal Breaks • Frequently Submits Reports Late • Frequently Misses Work Deadlines

  12. Accidents • Involved in Frequent Accidents - 80% of Accidents are Avoidable! • Becomes Overly Cautious Because of Impaired or Faulty Judgement • Becomes a Safety Hazard to Self or Others • Tries to Cover Up Accidents Rather than Take Responsibility for Them

  13. Morale • Increased Isolation from Fellow Workers • Growing Negative Attitude and Negative Statements • Increased Complaints from Co-Workers • Co-Workers Resentful of Extra Work • Decrease in Overall Productivity • Verbal Denial of Existence of Any Performance Problems

  14. Performance • Lower Quantity and Quality of Work • Cannot Be Relied Upon • Wastes Money and Materials Due to Mistakes • Unexplained Memory Losses • Rapid Changes in Mood • Unpredictable or Unusual Behavior • Unacceptable Work Habits and Use of Time • Degeneration of Personal Grooming

  15. Types of Referrals • Self-directed Referrals • Supervisor-recommended Referrals • Supervisor-directed Referrals

  16. When to Make a Referral • Unexplainable Decrease in Job Performance • Standard Performance Counseling is Ineffective • The Employee’s Behavior is Getting Worse • Other Employees (and You!) are Negatively Impacted by the Employee’s Behavior • The Employee’s Problem May Result in Termination

  17. Questions? Reach EAP & Workplace Solutions 1-800-950-3434

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