Addiction: Discussion guide for managers
Tired and unfocused: Employees who are addicted can jeopardize work processes. But what is the right thing to do as a manager in such a situation? A discussion guide for managers.
Employees who regularly consume alcohol, medication or other drugs are usually only able to work to a limited extent. Their performance fluctuates, and this can sometimes be dangerous for colleagues and third parties - for example, if a care worker gives patients the wrong medication due to fatigue or a bus driver starts his shift drunk.
In most cases, the problem does not only become apparent when the employee is already addicted. Even the frequent use of addictive substances can lead to them causing harm to themselves or others.
Of course, managers are not therapists. Nevertheless, they should seek a conversation and offer help if they recognize that an employee has an addiction problem.
Guidelines for conducting discussions with employees with addiction problems
It is advisable to seek a conversation with the employee concerned. The aim should not be to diagnose drug addiction, but to specifically address the employee's drop in performance and changed behavior - and to offer help.
Below we present various discussion models that should be conducted depending on the status of the situation.
First interview: the care interview
Arguments with colleagues, constantly tired and ill: the reason for the so-called welfare discussion is the employee's personal, social or health problems that become apparent in the workplace. Have a confidential discussion with your employee, based on your concern for their future development. Offer to support them in their search for addiction or social counseling or other offers of help. The care discussion should not have a disciplinary character. Written records should therefore be left out.
Second meeting: the clarification meeting
If your employee repeatedly violates their contractual obligations after the first (welfare) discussion, it is time for a clarification discussion.
Clearly point out your employee's misconduct and make it clear to him that he is putting the company and his colleagues at risk - possibly even third parties, e.g. patients or customers. Ask him to change his behavior. However, it is also important that you make it clear that you want to support him. Repeat your offer to look for offers of help together.
Make a note of the conversation and the agreements and hand the note to the person concerned. Also make it clear to your employee that you will not tolerate their misconduct in the future and that a warning or dismissal will be the consequence.
Step-by-step interviews (several interviews 4-5)
If the behavior of the employee in question does not change, you should hold further meetings (4-5) to remind them of their obligations under the employment or service contract. You can involve other people from the employee representatives, HR department and addiction and social counseling in these discussions.
In these discussions, be specific about the support you have offered and list the sanctions for breaches of duty.
Document the discussions and also note the possible consequences for the employee in the minutes if their behavior does not change.
10 preparatory questions for a conversation with employees with addiction problems:
- What is your goal in the conversation?
- What behavior or situations give cause for concern, e.g. work behavior, social behavior, health behavior, appearance, special incidents (see: "How can I recognize that an employee has addiction problems?")?
- Why is a change necessary? What effects does the behavior have?
- What behavior should the person concerned change?
- How often have you spoken to the person?
- What has changed since the last meeting? Have agreements been kept?
- What specific help can you offer?
- What possibility of change does the person concerned see?
- What are the consequences if the person concerned does not change their behavior?
- What other agreements do you intend to make or have already been made?
- When will the next meeting take place?
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