Increasing
pessimism, depression or
withdrawal
Fatigue and
sluggishness
Poor work
performance, increased
absenteeism or late arrivals
Personalty
changes, emotional
violability or irrational
or irrational
mood swings
Frequent
complaints, inflexible or
rigid behavior
Unsociability
Evidence of
drinking or drug abuse
When you suspect
something is wrong, a
direct approach is probably the
best.
Talk with the person
one-on-one in total
privacy.
If you are off-base,
at least, you have cleared
the air and established that you
view there
to be a problem.
This must be held in
TOTAL CONFIDENCE.
Be compassionate,
but business-like
and firm.
Point out
the good qualities of his / her
work.
Explain his/
her importance to the
organization, but add that
lately you
have noticed that something
may
wrong.
Establish
that you would like to help,
but that you need to
understand the
problem.
Express
concern but only if you
genuinely feel that way.
False/fake
concern will be seen for
what it is...
and have an adverse
effect.
Listen
attentively.
Suggest
employee assistance program
when company offers it,
if not, city /
county programs.
While you may not
have the time or skills to
solve the problem(s) -- showing
concern and
working together to identify the
next steps
to be taken, you will be contributing
to your
employees' well being.
Document the meetings
and steps agreed
upon to be taken to correct the
problem(s).
Not all problems can be solved and
often
the employee may have to be
terminated.
