It won't, and in the meantime you've got a business and
staff to protect. Chances are they knew about this problem before you did - now
they're watching to see how you deal with it.
You need support from your colleagues and medical professionals. What was
unknown a few years ago (ice, crystal etc) is now widespread, and some people
argue the violence of alcohol abuse is worse than being 'out of it' on illegal
party drugs. There are many opinions, plus legal and leadership issues - is
your staff manual up to date? Your management team would benefit enormously by
meeting with a local drug & alcohol counsellor to find out how they work.
If a problem arises, follow a process...
1. Meet with the employee privately. Take notes of the meeting, and keep them
confidential - no time for gossip.
2. Be respectful, and stay calm. You're probably upset and confronted, and your
skill as a manager is shown by how you don't let your anger cloud your handling
of the issue.
3. Focus on the behaviour that's deteoriorated, giving times, dates and
examples. This is not the time for probing why things have gone wrong - that's
for the counsellor.
4. Focus on safety - it's a high priority in most employment training and
policy, and helps you to keep the discussion on factual issues.
5. Don't make threats unless you're prepared to carry them out. It should be
clear that further discipline and dismissal is possible if performance does not
improve, and change must take place within an agreed time. Be aware that what
you think is just bad behaviour could be regarded as a 'disability' in some
legal systems - don't avoid action, but how you act may need professional
advice.
6. Be ready with information about local drug and alcohol support. There's a
wide range of services available, in forms appropriate for the person's age and
cultural identity - search Google for "drug and alcohol counselling".
7. Don't be attached to 'saving' the person. They won't change unless they want
to, and that may not be while they work for you. Or maybe a breakthrough will
come about, because you've taken a stand and no-one has before.
What's likely to happen in the interview?
1. This is not the first time the substance abuser has been caught or
confronted. They know if you're bluffing, or nervous, from how you handle other
discipline issues.
2. They deny there's a problem, and may accuse you or other staff of being out
to get them. There may be tears - stay calm, focusing on the performance issues
and the facts.
3. They make threats - to see a lawyer, make a scene, or quit and leave you in
a mess. Remind them that of course they have all these choices, but your
responsibility is to uphold workplace policies and find a solution that will
benefit the business, themselves and other employees. Be ready to ask for help
if threats are likely, and make sure there are other people in the vicinity.
4. They get angry, yelling and carrying on to scare you and make you drop the
issue. Stay calm, give them time to cool down, then continue where you left
off. The meeting may need to be rescheduled for another time.
5. They make excuses, some of which may be very plausable: 'You've had me
working such long shifts lately that I've needed something to help me get
through'. Stay focused on their work performance, and let them know you will be
offering help from professional counsellors, but the abuse of drugs and alcohol
has to stop.
6. The problem is not fixed instantly. You've done what you can, and may feel
shaken and ineffective. But you've acted with integrity and have the best
interests of the workplace as your priority.
There will be a next time when you have to handle this issue - what needs to
change so you're more prepared?
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