Alcoholic employee needs tough talk
Q: One of my employees has admitted to having a drinking problem. “Jerry” knows our business well and gets along with everyone, but he has a lot of absences. His excuses run the gamut, from coming down with the flu to having a sick pet. However, I suspect that he is either drinking or hungover.
While I would prefer not to replace Jerry, I will have to let him go if this pattern continues. Although he has acknowledged his difficulties with alcohol, he has apparently never sought any type of treatment. As Jerry’s manager, can I do anything to encourage him to get help?
A: Jerry might indeed be an alcoholic, but you can’t become his substance-abuse counselor. Nor should you enable him by overlooking absences or accepting weak excuses. As his boss, however, you can definitely provide valuable assistance by highlighting his performance problems and pointing him in the direction of professional help.
If your company has an employee-assistance program, talk with one of the counselors before meeting with Jerry. But if not, research treatment options until you identify a reputable and respected substanceabuse program in your community.
During your discussion, explain how Jerry’s frequent absences are jeopardizing his continued employment. You can deliver this message through your company’s disciplinary policy, just as you would with any other poorly performing employee. Then, because he has voluntarily disclosed his drinking problem, you can suggest seeking help from a qualified professional.
For example: “Jerry, although you do good work when you’re here, your frequent absences create problems for the business. That’s why I’m giving you an official disciplinary warning. Because you have previously mentioned a drinking problem, I’m also giving you the number of a treatment program. However, making that contact is strictly up to you. Your continued employment will depend only on your job performance and attendance record. If nothing changes, I will have to take the next disciplinary step.”
Explain that you value Jerry as an employee and want him to succeed, but emphasize that he is going to lose his job if the attendance problem is not corrected. Fear of being fired is sometimes the only thing that will get an alcoholic’s attention.
Marie G. Mcintyre is a workplace coach and the author of “Secrets to Winning at Office Politics.” Send in questions and get free coaching tips at www.yourofficecoach.com, or follow her on Twitter @ officecoach.