Employee AssistanceProblems in the workplace can often be prevented by timely and appropriate response to warning signs that an individual is under stress or having trouble handling a personal problem. Information available here will help you understand several common types of personal problems and the kinds of help that are available. It will not, however, substitute for the kind of personalized help you or your co-worker, friend, or family member can get from a trained medical professional or counselor. At some point during their career, many employees develop a personal problem for which they could use counseling or medical assistance. Counseling helps you deal with family, marital and relationship problems, substance abuse problems, financial difficulties, stress, depression, anxiety disorders, eating disorders and other mental or emotional problems. Employees are encouraged to make full use of local medical and counseling services as needed.
When arrested spies are interviewed about why they committed the ultimate betrayal, the most common theme is: "I had a problem I couldn't deal with. I didn't get any help. If I had had some real assistance, the whole thing would not have happened." Ideally, a troubled individual will recognize a need for help and obtain it on his or her own. Often, however, those with serious problems will not take the initiative in seeking help to confront the problem. Indeed, denying the existence of an obvious problem is a common reaction by those most in need of help. Many people are reluctant to seek help for fear that their problem may become known to the security office, and that this may affect their security clearance. Such people need to understand that, from the security office's perspective, "people who seek help are rarely a security problem. They are demonstrating good judgment and dealing appropriately with whatever personal problem they have. It's the people who do not seek help who present a security concern."
If you are at a loss for words to start an appropriate discussion with the individual, many counseling services will give you free advice on how to proceed. Another alternative is to print out the relevant section of this guide. It's like tearing out an Ann Landers or Dear Abby column from the newspaper and giving it to someone who needs the advice. Tell them: "Here, you really ought to read this. You seem to be having a problem, and this might help. I care about you as a friend and co-worker, so please don't be offended if I try to be helpful." Supervisor ResponsibilitiesSupervisors should not become personally involved in an employee's personal problems. They should, however, ensure that a troubled employee who needs help is referred to the professionals who are trained to give it. Supervisors are responsible for identifying problems at an early stage, so that any assistance will have a reasonable chance of preventing long-term performance or security problems. Any supervisor who observes a noticeable decline in an employee's performance should consider that it may be caused by a family disruption, emotional problem, financial problem, or substance abuse. An employee who is worried or preoccupied by a serious personal problem often finds it difficult to focus on his or her work. A supervisor need not know what the problem is -- only that the employee's job performance is being affected. The first step in dealing with any performance problem is normal supervisory counseling. If this does not solve the problem, consider directing the employee to obtain counseling. You may even wish to make the appointment for the employee. If you do, discuss the confidentiality issue with the counselor and then with the employee. Everyone should know in advance how much the counselor is expected to tell you about the employee's problem. Related Topic: Standards of Personal Conduct, Reporting Improper, Unreliable or Suspicious Behavior.
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