Unfortunately, there are more people battling with alcohol issues than many of us realise, this can affect us personally and professionally. As a manager, it is a difficult and problematic time when you suspect an employee could have an alcohol problem and you will most likely have a swarm of questions running through your mind. For example, when does the habit of drinking alcohol become a problem, an addiction? How do you address an employee you have concerns about? Should you refer the employee to a third party for help? This post is designed to help you answer any questions you might have, helping you to handle the situation like a pro.
Identifying the signs of an employee with an alcohol problem
The quicker you identify an employee with an alcohol problem the easier it will be for you to handle the situation. As a manager, the first warning signs that you are likely to notice will be work related, which will include some (or all) of the following:
- Often being late to work and/or an increase in absenteeism.
- Unreliability, forgetting tasks and missing deadlines.
- Preoccupied at work and in meetings, not able to focus.
- Erratic behaviour, such as excessive laughing and loudly speaking.
- Uncalculated risk-taking, making decisions without considering the facts.
- Arriving at work, or returning from lunch, smelling of alcohol.
- Arriving late at or completely missing business appointments and meetings.
- Neglecting their appearance.
- Bloodshot eyes and/or inability to focus.
- Excessive use of chewing gum, breath mints and mouthwash.
- Falling asleep at work.
- Avoiding supervisors, particularly after lunch.
- Noticeable shaking/tremoring.
Though these are the first things you might notice, they are not the only warning signs. Looking at the employee on a personal level might give you a stronger indication of whether there is a problem. Consider speaking to other workers who know the employee of concern well, they might have a better insight. Here are some additional warning signs:
- Drinking alone, turning up to social events smelling of alcohol or partially drunk.
- Blackouts in memory where the individual cannot remember what has happened.
- A change in personality, for example, more depressed, anxious, drop in self-esteem.
- A change in who the employee is spending time with, i.e. a new group of friends.
- Constantly asking for money or seeming to be broke.
- Uneasy in situations/events where there is no alcohol available.
Tips on speaking to an employee you think has an alcohol problem
After you have identified that you think there is an issue you must act fast and deal with the situation by requesting a meeting with the employee. It may make you feel more comfortable to have someone else in the meeting with you, such as an HR representative, but try to keep it to only one or two people so the employee doesn’t feel victimised.
Once you have arranged a meeting it is a good idea to get some information together, such as previous performance reviews, attendance statistics and an information leaflet on support options, for example. Here are some tips you should keep in mind when speaking to your employee:
- Avoid using the word addiction, there is a stigma attached to the term which makes it harder for someone to admit that they have a problem.
- Be prepared, expect that your employee with be in denial, that they may become defensive, even slightly angry at the situation.
- Adopt a caring approach to dealing with your employee, express your concern over their behaviour and their potential alcohol problem.
- Approach your employee with facts and statistics, such as “we smelt alcohol on your breath before this meeting”, or “you have been late to work eight times this month”. Avoid saying “we/I think that you have a problem” so that the employee doesn’t feel like it is a personal attack.
- Show the employee the impact that their potential alcohol problem is having on their work performance and on their team, express how you believe addressing the concern could improve the employee’s job performance.
- If you feel it is necessary, make the employee aware that their behaviour and low job performance may put their job at risk.
- Explain that an alcohol problem is an illness and is something that can be cured.
- Recommending that the employee speaks to their GP or Occupational Health (if you have a provider) is an option but it could be met with reluctance, in which case remind the employee of anything you already have on offer such as counselling via an Employee Assistance Programme (EAP) or Health Cash Plan. Provide them with the details of a few different people they can contact to get help with their problem and support them in terms of giving them time off work, if necessary, to attend clinics and group sessions.
- Speak to your employee about the stress they are feeling at work and things that you as a manager can do to reduce it. For more tips on dealing with stress, click here.
Any manager who cares about his/her staff will feel a certain responsibility for their well-being, however, in this situation a manager cannot take full responsibility for making the employee face their addiction. Someone who is addicted to alcohol will only ever be able to change if they are willing to admit that they have a problem and face their addiction, as a manager all you can do is help them to take this first step and support them in their journey to recovery.
Remember, you are not a medical professional, you are not trained to diagnose an addiction in anyone. You are there to support your staff, to ensure they work to their full potential and to help them whenever you have concerns over their well-being.