Substance use and addiction are very real problems in the workforce, whether it’s an office setting, a restaurant, or any other industry. But as a manager, C-suite member, or HR representative, your responsibility is to recognize and respond to instances of substance use. Even if an individual is not actively using during work hours, their after-hours activities can affect their on-the-job performance. Read on to learn how to navigate conversations about addiction in the workplace.
Direct Them to Help
If you recognize that an employee is frequently using alcohol or drugs, you can direct them to help. There are outpatient programs, like 12-step meetings, as well as inpatient treatment for substance abuse. The important thing is that you make them aware of their options for healing.
They may be able to find assistance for dealing with their drug or alcohol problem through work benefits too. Addiction is a mental health issue. Treating substance abuse disorder through your company’s mental health benefits can destigmatize negative views on the condition. It allows the employee a way out of the addiction cycle and into a healthy, productive life.
Perhaps you can offer flexible scheduling to allow the employee the opportunity to attend self-help groups, which may require daily attendance. For inpatient treatment options, you may be able to provide short- and long-term disability insurance. The employee will be able to leave work for extended treatment and return when they are sober. Workers who are dealing with addiction may be able to access time off for treatment without penalty thanks to the Family and Medical Leave Act.
Notice Warning Signs
Warning signs could include skipping work, particularly on the day after payday, Monday mornings, or Friday afternoons. They may miss meetings, appear disheveled, or not use their camera on online meetings, particularly when others are. Are they not as productive? Overconfident? Experiencing accidents or mishaps? They could also be emotionally strained with unusual outbursts, irritability, or even aggression. Physically, they may have bloodshot eyes, dilated pupils, or tremors. Also take note of any recent thefts or if the individual carries a bag or coat to the restroom.
Being aware of warning signs will help you know when to direct an employee to necessary resources, and you’ll be better able to protect your team’s safety and well-being. Be sensible in noticing warning signs. If it’s an isolated instance, don’t jump to conclusions. Also, even when a worker has more than one symptom, it’s not definitive that it’s an addiction problem. Behavior changes could stem from stress, sleep issues, or side effects from medication. So, always go into a conversation about addiction with an open mind.
As a manager, it’s your responsibility to recognize when a coworker may have a substance problem, but it’s something other team members should be able to recognize as well. Training classes from HR on the warning signs of abuse should be mandatory. Include information on who to report to and how to make a report if substance abuse is suspected.
Document Performance Issues
As individuals show signs of substance abuse and their work begins to suffer, managers should document performance changes as they occur. These notes should be specific and factual with proof to back them up. For instance, if an employee regularly comes in late, mark the date and time of occurrences. Also, keep a copy of their time card.
When you do have a conversation with the employee, it’s essential that it is done privately. You do not want to publicly accuse a formerly productive worker in front of others, who may spread gossip. Your office is a good choice. Or you can also take the individual to lunch or to a park for a neutral location to discuss the problems.
Don’t go into this conversation without a plan. You’ll want to know in advance what you’ll say. And you should choose your words carefully. It’s best to use the term “substance use” rather than “abuse” or “misuse.” These latter terms come off as judgemental and may be off-putting to your team member. You want them to be comfortable enough to talk to you honestly and openly. Do not label the individual or confuse them with the behavior. Use first-person language, like “I think you may have substance use disorder,” rather than “you’re an addict.”
Discuss the Company Policy
Make sure that your company policy can address issues with addiction, enabling you to hold workers accountable. However, it should also allow anyone seeking help the ability to get support without endangering their job.
Employees should be aware if company policy prohibits using or possessing alcohol, illegal drugs, or medications without a prescription. Specifically state that employees may not work while under the influence of such substances. Include the reasoning behind such rules. For example, you may note it is for the well-being of the entire team, as well as clients. Breaking this policy will result in disciplinary action.
Employees often feel apprehensive about disclosing their substance use. There remains a stigma in society about addiction. So much so that 20% of people suffering from addiction won’t get treatment due to fear of being punished at work. Thankfully, substance use disorder is covered by the Americans with Disabilities Act. However, many workers worry that they will be judged by colleagues and have their performance critically questioned. Be sure that your company policy addresses these concerns. Train the entire staff to remove the stigma surrounding addiction.
Conversations About Addiction
Talking to employees dealing with addiction may feel awkward and uncomfortable, but it’s necessary for the health of the organization. Taking on this sensitive subject can help the team and the company. It can also significantly improve the life of the addicted employee.
Before having that conversation, be sure to record performance issues, prepare notes on what you’re going to say, and practice compassion. Having a conversation about addition will help you keep skilled talent and improve your brand’s reputation as a great workplace.
