Uncovering any substance abuse problems in your workplace and dealing with them effectively will have a positive effect on staff productivity.
There are three main ways of uncovering a drug problem in the workplace. The first is to keep an eye on performance and output. Second, look out for absenteeism: not just a higher incidence, but for patterns such as frequent absences on Mondays, regularly coming to work late, seeming drowsy in the afternoons, or frequent visits to the bathroom. Third, look for changes in relationship patterns in a workgroup. Is there less co-operation, more arguments or a general air of friction?
If you discover a problem, the first thing is not to rush in and dismiss the person involved. Abuse problems in the workplace are often capable of being readily corrected. You can often achieve a boost in the individual’s productivity for a relatively small effort. You will also benefit from greater commitment from fellow workers (who generally are too well aware of the problem) when they see that you are tackling the issue in a supportive way.
The main point to keep in mind is that the issue needs to be tackled as a work performance issue and not as a substance abuse problem. You are not qualified to make medical or psychological assessments and, in some cases, what might seem obvious turns out not to be the case. Sometimes abuse problems are hiding other physical or emotional issues. Keeping the focus on work performance, maintaining privacy and confidentiality, and respecting the dignity of the individual are far more likely to lead to a positive outcome.
The following tips will help you when dealing with an employee whom you believe is suffering from substance abuse.
- Keep an open mind. The employee’s problems may not be drug related. Don’t accuse the employee of using drugs or having a substance abuse problem. Focus on behaviour in the workplace that is of concern, not on your suspicions.
- Be specific. Document all absenteeism and have specific examples of poor job performance in writing. State the problem behaviour in concrete terms and show how the behaviour affects co-workers and the company. Do not be put off by initial denials or get into arguments.
- Define expectations. Describe specifically the expected changes in behaviour/job performance. Set out milestones and timeframes. Put it all in writing.
- Emphasise the consequences. The consequences of expectations not being met should be made clear to the employee, again in writing.
- Follow through. Monitor progress against the milestones and time frames you have set. This will allow the individual and other employees to see that you are serious and determined.
- Remember the employer’s role. It is the employee’s responsibility to resolve the problem. Diagnosis and treatment is a job for a qualified professional, and referral to a counsellor may be advisable. The employer needs to focus on correcting poor performance on the job.
Dealing with substance abuse problems in these ways will generally lead to a win-win outcome – for your employee, your company and its bottom line.
Guest Author:
Denzil Griffiths is an experienced CEO, company director, consultant, speaker and author.
CEO People Management 