Employer Based Interventions

If substance abuse is contributing to an employee’s poor performance, ignoring or avoiding the issue will not help the situation. An employee’s use of alcohol or drugs may be the root of the performance problem; however, substance abuse on the part of someone close to the employee also could be the source. Regardless, abuse of alcohol or other drugs inevitably leads to costly and potentially dangerous consequences in the workplace unless action is taken to confront the issue.

It is important to note that diagnosis of an alcohol or other drug problem is not the job of a supervisor. However, remaining alert to changes in employee performance and working to improve employee productivity is a core component of every supervisor’s job. Because substance abuse seriously affects an employee’s ability to fulfill his/her responsibilities, supervisors play a key role in keeping a workplace alcohol and drug free.

To carry out this responsibility, a supervisor must clearly understand a company’s drug-free workplace policy and have the ability to identify performance problems that may be the result of alcohol and drug abuse. Furthermore, a supervisor should be capable of making appropriate referrals to employees in need of assistance for alcohol- or drug-related problems.

Symptoms

The following performance and behavior problems are common to many employed individuals who abuse alcohol and/or other drugs. It is important to note that if an employee displays these symptoms, it does not necessarily mean he or she has a substance abuse problem.

Performance

inconsistent work quality
poor concentration
lowered productivity
increased absenteeism
unexplained disappearances from the jobsite
carelessness, mistakes
errors in judgment
needless risk taking
disregard for safety
extended lunch periods and early departures
Behavior

frequent financial problems
avoidance of friends and colleagues
blaming others for own problems and shortcomings
complaints about problems at home
deterioration in personal appearance
complaints and excuses of vaguely defined illnesses
Intervention

When an employee’s performance deteriorates for whatever reason, his/her supervisor has an obligation to intervene. The supervisor does not need to be an expert on alcohol and drug abuse to do so because the intervention should be focused on the employee’s performance problem.

The following principles of intervention may be followed by supervisors who need to confront a staff member about a performance problem that may be related to substance abuse.

Maintain control

Stick to the facts as they affect work performance.
Do not rely on memory; have all supporting documents and records available.
Do not discuss alcohol or drug use.
Be clear and firm

Explain company policy concerning performance.
Explain company drug-free workplace policy.
Explain consequences if performance expectations are not met.
Be supportive, but avoid emotional involvement

Offer help in resolving performance problems.
Identify resources for help in addressing personal problems.

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