Substance Use and the Workplace Part Three: 10 Ways to Address Concerns about an Employee’s Drinking or Drug Use & Unlock Their Potential
Opening up a conversation about a potential drinking or drug use problem with an employee can be challenging. It requires sensitivity, empathy, and a genuine concern for their well-being. In this blog post, we’ll explore various conversation starters that can help you approach the subject carefully, aiming to support your employee while maintaining a respectful and confidential environment. By fostering open lines of communication, you can play a crucial role in helping your employee seek the necessary assistance and regain control of their life.
- Express concern:
Approaching the conversation with a caring and supportive tone is essential. Begin by expressing your concern about their well-being. For example, you could say, “I’ve noticed some changes in your behaviour lately, and I wanted to check in to see how you’re doing. Is everything okay?” This opener demonstrates your genuine interest in their welfare and allows them to open up if they feel comfortable doing so.
2. Show support:
It’s crucial to clarify that you can offer support without judgment. A compassionate approach can encourage your employee to feel safe discussing their challenges. You could say, “I wanted to let you know that I’m here to support you if you’re going through something challenging. Is there anything you’d like to talk about?” By explicitly extending your support, you create an atmosphere of trust, conveying that you are there to listen and help in any way you can.
3. Provide observations:
Sharing specific observations can demonstrate that you are genuinely attentive to your employee’s well-being. For instance, you might mention, “I’ve noticed that you’ve been arriving late and sometimes seem distracted at work. Is there anything going on that I should know about?” This approach allows them to recognise that their behaviour has been noticed and may prompt them to share their struggles voluntarily.
4. Be non-judgmental:
Creating a non-judgmental environment is crucial when discussing sensitive topics. Choose your words carefully to ensure that your employee feels safe opening up. For example, you can say, “I wanted to have an open conversation about something on my mind. I’ve noticed some signs that you might be struggling with something, and I want you to know that I’m here to listen without judgment.” This approach conveys your intention to provide support rather than passing judgment.
5. Offer resources:
It’s important to let your employee know about available resources that can assist them. Mentioning the company’s employee assistance program (EAP) is a helpful option. You could say, “If you’re dealing with any personal issues, please remember that resources are available. Our company offers an employee assistance program that can provide support and guidance. Would you like more information?” Check out resources, including Treatment Centres, like Together We Can in British Columbia. By offering concrete support options, you empower your employee to seek the assistance they may need while ensuring their privacy.
6. Share concerns about work performance:
If you have noticed a decline in your employee’s work performance, it’s crucial to address this concern while expressing your support. You might say, “I’ve noticed a decline in your productivity and attention to detail lately. Is there anything happening in your personal life that might be affecting your work?” This approach demonstrates your understanding that personal challenges can impact professional performance and encourages your employee to open up about the underlying issues.
7. Be compassionate:
Above all, maintaining a compassionate approach is essential throughout the conversation. Reinforce your genuine care and concern by saying, “I understand that everyone faces challenges, and I want you to know that you have my support. If there’s anything I can do to help, please don’t hesitate to reach out.” Emphasise that you value their well-being as an individual and as a member of the team. This compassionate approach can provide reassurance and comfort, enabling your employee to feel more at ease sharing their struggles.
8. Listen actively:
During the conversation, it’s crucial to listen to your employee’s response actively. Allow them the space to share their thoughts, feelings, and experiences without interruption. Maintain eye contact, nod to indicate understanding, and use verbal cues such as “I see,” or “I understand” to show that you are engaged in the conversation. Active listening validates their emotions and helps build trust, reinforcing that you genuinely care about their well-being. When listening, if you speak more than a sentence, the conversation is now about you and you are no longer actively listening.
9. Avoid making assumptions:
While it’s natural to have concerns and observations, it’s important to approach the conversation without making assumptions. Avoid jumping to conclusions or accusing your employee outright. Instead, focus on expressing your observations and concerns while providing them the opportunity to share their perspective. This approach allows for a more open and productive dialogue.
10. Be patient and supportive:
Addressing substance abuse issues is a challenging journey, and recovery takes time. Be patient with your employee as they navigate their struggles. Offer ongoing support by checking in regularly, asking how they’re doing, and offering assistance whenever possible. Avoid judgment or criticism, as it may hinder their progress. Instead, celebrate their small victories and provide encouragement along the way.
Initiating a conversation about a potential drinking or drug use problem with an employee requires sensitivity, empathy, and open communication. By using conversation starters that express concern, provide support, and offer resources, you can create a safe space for your employee to share their challenges. Remember to listen actively, avoid assumptions, and maintain a compassionate and patient approach. Your support can make a significant difference in their journey toward recovery and overall well-being.
Together We Can Alcohol & Drug Recovery & Education Society offers information, education, and treatment services in the lower mainland, based in Vancouver, British Columbia. Services include spousal and family support, workplace education, detoxification, outpatient counselling, opioid dependency programs, and residential treatment. Together We Can has counsellors and therapists with specific training in addiction issues. This allows us better to meet your employee’s and supervisors’ needs and respond readily to referrals from the business community.
For more information, please call 1–888–940–9854. For more workplace-specific resources, please visit: https://twcrecoverylife.org/workplace
