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EAP Supervisory Training The EAP as A Management Tool for Managers and Supervisors A REACH EAP & Workplace Solutions Seminar.

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Presentation on theme: "EAP Supervisory Training The EAP as A Management Tool for Managers and Supervisors A REACH EAP & Workplace Solutions Seminar."— Presentation transcript:

1 EAP Supervisory Training The EAP as A Management Tool for Managers and Supervisors A REACH EAP & Workplace Solutions Seminar

2 What is an EAP?  An Employee Assistance Program or EAP is a special employee benefit provided by the employer to assist employees and their family members with personal, marital, family and job-related problems  Through employee seminars and individual assistance, the EAP can help with the prevention of problems by focusing on lifestyle planning, stress management, maintaining healthy relationships, and emotional wellbeing.  The goal of the EAP is to assist employees in achieving and maintaining happy, healthy and fully productive lives.

3 A Management Tool Comprehensive Management Support System Resource for Help with Both Individual Employees and Employee Work Groups Focuses on Workplace Needs and Issues Goal of Healthier, Happier and More Productive Employees

4 Importance of the Supervisor Knows the Baseline Behavior of Employees In Key Position to Identify Employee Problems Uses Leadership and Power of the Job to Motivate Employees to Seek Assistance Invaluable Resource for the EAP in Understanding Employees’ Behavior

5 Things to Keep in Mind Keep Your Focus on Job Performance Be Alert to Personal Problems Underlying Performance Issues Protect the Employee’s Right to Confidentiality and Privacy Know that Your EAP is There to Support and Coach You When You Need to Confront and Refer a Troubled Employee

6 Some Don’ts to Not Do! Don’t Enable by Ignoring Employee Problems - Take Action! Don’t Apologize for Confronting the Employee Don’t Diagnose - This is the Responsibility of the EAP Professional Don’t Be Your Subordinate’s Counselor - Make an EAP Referral Don’t Forget to Document Each Infraction or Unacceptable Behavior

7 What to Look For Changes in the Normal Pattern of Behavior Decline in Performance of Duties Negative Interactions with You and Other Employees Feedback/Complaints from Other Employees Attendance - Troubled Employees are Sick, Late and Absent 3 Times More Often Than Others!

8 Extent of Workplace Problems 25% Have Problems Affecting Productivity at Any One Time 18 Have Personal or Family Problems 12 Are in Need of Mental Health Care 14 Are Affected by Substance Abuse 6 Are Alcoholic 90% of Supervisors’ Time is Spent With 10% of Their Employees! Out of Every 100 Employees:

9 Role of the Supervisor Five Steps to Assisting a Troubled Employee: Recognize Document Take Action Refer Follow-Up

10 Absenteeism Monday, or Friday After Payday Absent from the Job Location Sleeps in and Calls in Sick Leaves Work Early or Without Permission Frequent Visits to the Washroom Frequent Use of Sick Leave Benefits Frequent Phone Calls While at Work

11 Lateness Frequently Comes to Work Late Frequently Takes Extended Coffee or Meal Breaks Frequently Submits Reports Late Frequently Misses Work Deadlines

12 Accidents Involved in Frequent Accidents - 80% of Accidents are Avoidable! Becomes Overly Cautious Because of Impaired or Faulty Judgement Becomes a Safety Hazard to Self or Others Tries to Cover Up Accidents Rather than Take Responsibility for Them

13 Morale Increased Isolation from Fellow Workers Growing Negative Attitude and Negative Statements Increased Complaints from Co-Workers Co-Workers Resentful of Extra Work Decrease in Overall Productivity Verbal Denial of Existence of Any Performance Problems

14 Performance Lower Quantity and Quality of Work Cannot Be Relied Upon Wastes Money and Materials Due to Mistakes Unexplained Memory Losses Rapid Changes in Mood Unpredictable or Unusual Behavior Unacceptable Work Habits and Use of Time Degeneration of Personal Grooming

15 Types of Referrals Self-directed Referrals Supervisor-recommended Referrals Supervisor-directed Referrals

16 When to Make a Referral Unexplainable Decrease in Job Performance Standard Performance Counseling is Ineffective The Employee’s Behavior is Getting Worse Other Employees (and You!) are Negatively Impacted by the Employee’s Behavior The Employee’s Problem May Result in Termination

17 Questions? Reach EAP & Workplace Solutions


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