On occasion, managers have the opportunity to help save a job or a life by guiding someone to the EAP.  Employees get back on track sooner when managers take early action on performance issues.  This is especially true when there is an interfering personal problem.  Here are 5 tips for intervening in time: 

1.  Notice when there is a change in an employee’s behavior.  If personal issues are underlying the behavior, a work problem might not get better in time. 

2. Document the behavioral change.  Call the EAP to discuss what you are observing and get a second opinion. 

3. Have an informal talk with the employee.  Describe what are observing and what changes you notice.  Ask for input and let the person know that you are concerned.  Mention the EAP and provide contact information.  Brief your Human Resources representative about the situation. 

4.  Schedule a follow up meeting to review the situation.  Let the person know that you expect some improvement.  Call the EAP for a consultation. 

5.  If there is no improvement after a week or two, make the referral more formal.  Give the employee a verbal warning about the work issues, and describe the disciplinary process going forward.  Reinforce the referral to the EAP. 

Note: A formal supervisory referral is when a manager “strongly suggests” EAP during progressive discipline.  It is always the employee’s choice to use the EAP, unless there are safety sensitive issues and a strong organizational policy that supports mandatory referrals.  In either case, a manager may be able to receive feedback if written consent is provided by an employee.  Otherwise, the use of the EAP is strictly confidential. 

An EAP is one of the best management tools available in the work place. 

Is there someone who needs saving today?