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Supervisor Training

Your Logo Here. Supervisor Training. Identifying A Troubled Employee. Training Objectives:. Improved understanding of the role of EAP in personnel management Improved ability to identify the troubled employee and common job-performance problems

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Supervisor Training

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  1. Your Logo Here SupervisorTraining Identifying A Troubled Employee

  2. Training Objectives: • Improved understanding of the role of EAP in personnel management • Improved ability to identify the troubled employee and common job-performance problems • Increased skill in utilizing EAP to intervene in performance deterioration

  3. What is the Troubled Employee? • A Troubled employee is an individual who has previously/historically been a satisfactory performer, and is now experiencing job performance deterioration that is not based on capability or competency.

  4. Stress Marital/relationship issues Family/parenting issues Substance abuse Anger and impulse control Anxiety Legal Problems Work stress Grief/bereavement Coping with change Domestic violence/abuse Depression Low self-esteem Financial problems Areas Where the EAP Can Help

  5. Work Performance: • Unexplained changes from prior performance. • Inconsistent production. • Missed deadlines. • Increasing mistakes or poor quality. • Difficulty with complex assignments or tasks. • Failure to improve despite coaching. • Poor time management. • Promises to improve without results.

  6. Attendance & Tardiness: • Unscheduled vacations. • Excessive sick days, especially Mon/Fri. • Absent from work station. • Repeatedly late returning from lunch/breaks. • Improbable or dramatic excuses. • Frequent “emergencies” for time off.

  7. Physical Condition: • Deterioration in appearance and grooming • Poor hygiene • Impaired balance or unsteady gait • Poor attention and concentration • Rapid weight loss or gain • Chronic low-grade illnesses • Lack of energy

  8. Mood: • Mood swings or instability • Inappropriate or exaggerated reactions • Cries easily or frequently • Consistently angry, fearful, or withdrawn • Frequently depressed and anxious • Appears confused or overwhelmed • Easily agitated • Defensiveness

  9. Relationships: • Overreacts to perceived criticism • Blames and criticizes others • Withdraws from or avoids others • Hostile, aggressive, or resentful • Subject to complaints by others • Others are worried or concerned

  10. Types of Referrals: Self • Majority of employees seen by EAP • Recognize the need for assistance and schedule time to discuss their situation with a trained counselor • Supervisor will be aware of this only if employee shares the information or signs a release form.

  11. Types of Referrals: Informal Referral • Made early in the process • Manager expresses concern to employee • Manager will not try to counsel • Suggests employee contact EAP

  12. Types of Referrals: Formal Referral • Performance and/or behavior deteriorates • Manager meets with HR to determine if formal referral is appropriate • HR will meet with manager and employee to make the referral • Specific performance issues are the focus • Goal of EAP service is to help employee return to satisfactory performance

  13. Types of Referrals: Formal Referral • Compliance is mandatory • Supervisor and/or HR are provided reports • Disclosure is limited to compliance or non-compliance only • Referral is active until dismissed by EAP • EAP requests performance evaluations

  14. The Sometimes Speech: • “Sometimes job problems like these are the result of things going on outside the workplace. It may not be true in your case, but because it is sometimes true, the company has an Employee Assistance Program. It’s free and it’s confidential. It has helped a lot of people.”

  15. The Referral Meeting: • Identify performance deficiencies • Review the documentation • Communicate your expectations • Set a time-frame • Make the referral • Schedule a follow-up meeting

  16. Supervisor’sDo’s and Don’ts DO…. • Protect the employee’s confidentiality and dignity • Communicate concern • Allow the employee to be responsible for results • Express confidence in their ability to improve • Offer to call EAP, then provide privacy • Encourage ongoing dialog regarding performance

  17. Supervisor’s Do’s & Don’ts Don’t….. • Attempt to diagnose the problem • Get drawn into discussing personal problems • Apologize for addressing performance deficiencies • Accept excuses or blame • Moralize or pass judgment • Discuss possible treatment options • Make threats to act

  18. Barriers To Referral • Anger • Guilt • Fear • Denial • Ego Involvement

  19. ENABLING • Attempting to “help” an individual when that act enables the person to avoid personal responsibility for arriving at real solutions: Avoiding the performance issues  Hoping it will fix itself  Making/accepting obvious excuses  Covering for the individual  Rationalizing  Attempting to control

  20. Accessing Services • Toll-free phone lines  (800) 862-3398  24-hour access • Website/e-mail www.ppeap.com • Local providers • Regional offices

  21. Legal Financial Family Life Child Care Locator Emotional Wellbeing Health Small Business Personal Growth Stress EAP Work-life Benefits

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