One of the most difficult jobs for many supervisors is
confronting an employee about problem behavior. You may have to deal
with employee absenteeism, tardiness, and conflict with co-workers or
suspected substance abuse. You may be aware that an employee is having
personal problems that appear to be affecting work performance. The
best training cannot prepare you to meet every challenge. Your employee
Assistance Program is available to help you to deal with the troubled
When would I use a Formal
Some common examples of unsatisfactory performance are:
- When a work performance problem has been identified and
corrective or disciplinary action has been implemented. Usually the
referral is made when the Supervisor has counseled the employee but the
behavior has not improved.
- When an employee has failed an alcohol or drug test,
depending on your employer's policy. Employees may be referred for
assessment, referral and case management.
- Inconsistent productivity
- Poor quality of work
- Frequent tardiness
- Excessive sick leave
- Missed deadlines
- Irritability/anger with co-workers or customers
How do I make a referral?
Before making a formal management referral, we encourage supervisors to take advantage of the supervisor consultations that are offered through the EAP. When supervisors call for consultations, a consultant will help the supervisor achieve the detachment and objectivity needed to take constructive action. For consultations, the supervisor should be preferred to discuss job performance deficiencies and negative behavior.
A consultation does not commit the supervisor to any action, and the discussion of the case will remain confidential.
Please call EAP Preferred if you would like a supervisor consultation or if you have any questions about this process. You can also visit Management Referrals (insert link to that page) for more information and our updated forms.