Post on 14-Dec-2015
Overall Goals of EAP
Demonstrates employer concern for employees
Reduces obstacles which prevent people from getting help and encourages early assistance before the problem worsens
Reduces the cost of personal problems at work
Offers early intervention
EAP is …A confidential assessment, brief counseling
and referral service to all employees and their family members.
The EAP is designed to assist in the identification of any personal problem that may be affecting you, your family or your job.
Types of Referrals
Self – 85%, Other 5%
The employee contacts the EAPwithout being referred by the supervisor
Performance problems may or may not exist
Types of Referrals
Supervisor Referral- 10%
The employee is referred by the supervisor based upon documented job performance problem(s).
NOTE: If the supervisor does not contact the EAP, the EA professional relies upon the employee’s report.
Benefits to the Supervisor
An alternative to tolerating poor performance or taking an adverse action
Eliminates need to get “involved” in the personal problem of the employee
Permits manager to focus on performance
EAP can offer supervision tips
Troubled EmployeeDefinition: An employee whose personalproblems adversely affect job performance.
Typically, 12–18% of employees in an organization experience personal problems that interfere with job performanceto some degree.
DO:Observe all employees regularlyDocument any and all performance problemsIntervene when you notice any performance deficienciesRefer to EAP early and at every step of warning processCommunicate concern and value of employeeRemain focused on job performance issuesFormulate specific plans for improvement with
consequencesCall EAP for consultationFollow all human resource policies
Managing Troubled Employees
Do NotDiagnose the employee’s problemPry into an employee’s personal life or give advice – stay job-focusedAccept excuses for performance issues Ignore a performance/attendance problemUse EAP as a “last ditch effort”Wait until the employee’s job is in jeopardyTake responsibility for solving the employee’s problemShare information with co-workersRefer based on office grapevine
Managing Troubled Employees
Observing Job Performance
Be alert to decline or changes in job performance, especially with those who have histories of good performance.
Ask what is causing the job performance problem:If personal, remind employee of EAP — don’t
discuss the problem.If not personal, address the relevant workplace
issues.
Absenteeism On-the-Job Absenteeism Difficulty Concentrating Confusion Erratic Work Pattern Lowered Job Efficiency Friction with other Employees Unusual Behavior High Accident Rate
Possible Signs & Symptoms of Declining Job Performance
Referral: Key Principles
Tell the employee that you are making a supervisor referral to the EAP based upon ongoing job performance problems
Reference documentation and pastdiscussions
Appear supportive Remind the employee
that the EAP is confidential — no confidential details will be given to you
Let the employee know that you will not discuss the referral with coworkers
Remind the employee that attending the EAP cannot interfere with his or her job security or promotional opportunities
Let the employee know you have spoken with the EAP already
Supervisor Referral Tips Call the EAP and/or provide written information
regarding the nature of job performance problems prior to referral
Refer early, when job performance problems emerge
Call the EAP if the EA professional does not call you after referral
Don’t ignore a developing problem
Betrayal of Employee Protecting a “Good” Worker Admitting Failure Misconception about Personal Problems View of EAP as a Stigma Fear of Offending Employee Viewing Referral as a Severe Step
Barriers to Supervisor Taking Action
Elizabeth Robinson, Managerrobinson@nso.uchc.eduor call 860-679-2877Ct toll free: 800-852-4392
FOR MORE INFORMATION, CONTACT…
EMPLOYEE ASSISTANCE PROGRAM