Uncharacteristic mood swings or behavior, showing up for work late or not at all, careless accidents, and frequent requests for time off could be attributed to a variety of factors in an employee’s life. But they could also be signs of addiction.
It can be a first response to simply use employees’ poor performance and behaviors to fire them from their jobs. That removes the problem from your plate, but it doesn’t help the employees you dismiss. If you think they may be battling addiction, you might instead consider helping them fight back.
Consider that the hours these employees spend at work may be the only activity that keeps them away from their demons. Certainly, you always need to focus on building a productive workforce to help your business be successful. But consider, if certain employees aren’t meeting the bar because of addiction issues, maybe they need a little support. Here’s what you can do to help.
Give Them Space and Time
If a woman takes maternity leave, you accommodate her absence. If employees take family leave because they or their parent, child, or spouse is critically ill, you give them time away. Addiction is an illness, so providing employees time and space to battle it should be likewise acceptable.
How much time they need will depend on their addiction. Leave the diagnosis and treatment recommendations to their healthcare provider. But understand that addicts will always be addicts. The difference is whether they’re managing their addiction or not while they work for you.
Some will require inpatient treatment for substance abuse. The duration of that treatment will vary. However, patients will receive the therapeutic and medical services and support they need to overcome addiction. It’s a complex treatment regimen best left to professionals. But if successful, employees will return to the workplace in far better condition.
Anyone who has been absent from the job for a while will need time to adjust when they come back. It will likely take them a minute to get back up to speed. Recognize that time and space are critical elements to an employee’s recovery. Be sure to account for that and prepare accordingly.
Apply Your Substance Abuse Policy Fairly
Substance abuse policies are intended to keep the workplace productive and safe by prohibiting use of drugs and alcohol. As with any company policy, this one sets employee expectations and provides leadership with a tool to respond to violations.
Substance abuse policies should clearly define what is prohibited. They should outline enforcement measures. They should state what disciplinary action will be used if employees are found to be in violation of them. And it’s important that your company’s policy is applied with an even hand to all employees subject to it.
However, the substance abuse policy can also include provisions that may provide some support for violators. For example, it could require mandatory counseling, probationary periods, and transfer to positions where coworkers’ lives aren’t compromised by violators.
If your company doesn’t have a substance abuse policy, develop one. Its purpose is to keep everyone healthy and safe while on the job. But that doesn’t mean it can’t also include support for employees who need help.
Educate Yourself and Key Staff About Addiction
No one sets out to be an addict, but addiction can be one size fits all. Addicts can be any age, gender, sexual orientation, or marital status. They can be parents or childless. Education level, employment position, and economic status are irrelevant. There is no face of addiction, which means it’s important that you understand it and know what to do when confronted with it.
Addiction can be a contradiction in many ways. It squelches productivity, or it boosts it. In fact, in one study 42% of functional addicts self-reported being more productive at work. So, being able to spot the signs of addiction is important if you want to help employees and keep the workplace safe.
You and key staff, such as those in HR, managers, and supervisors, should learn about addiction. For example, some employees are susceptible based on a family history of abuse. Positions that are extremely specialized or put employees at high risk, job insecurity, and behavior among colleagues can elevate odds. It’s important that leaders know what to look for.
Learn about the signs of addiction, such as bloodshot eyes, secrecy, frequent absences, the odor of alcohol, and mood swings. Then know what steps to take if you believe an employee may be addicted. Understanding the illness is the first step to supporting those who have it.
What You Do May Save a Life
You employ adults, so you probably don’t think it’s your responsibility to save them from themselves. But especially today, when stressors are everywhere and workers are trying to find a healthy work-life balance, you may need to.
Of course, employees with addiction disorders will have to do the work of healing themselves. However, you can support them in their efforts. Recognize the signs and encourage them to get help. Give them the time and space they need to deal with it. Implement a substance abuse policy that protects the company and its employees but accommodates some compassion. You may save your business. You may save a life.
