Addressing sensitive topics like alcohol consumption with employees requires empathy, understanding, and clear communication. This post explores the importance of an open dialogue surrounding alcohol use in the workplace, guiding managers to approach conversations tactfully and supportively:
- Recognising the Role of Employers:
Managers play a crucial role in fostering a supportive workplace culture. Acknowledging the impact of alcohol misuse on peoples’ wellbeing and work performance is the first step towards creating an environment where employees feel safe discussing such matters. - Understanding the Signs and Impact of Alcohol Misuse:
Being aware of signs indicating alcohol-related issues and understanding their impact on productivity, absenteeism, and overall wellbeing is vital. This knowledge enables employers to intervene appropriately and offer support. The first warnings signs you could notice are some (or all) of the following:- increasingly being late to work or absent, particularly following a pattern… Fridays or Mondays for example.
- preoccupied and not able to focus
- erratic behaviours such as speaking loudly and excessive laughing
- arriving at work or returning after lunch smell of alcohol
- neglecting appearance
- excessive use of chewing gum/mouthwash
- noticeable shaking/tremoring
- a change in personality, perhaps more anxious, depressed or lacking in self-esteem.
- Approaching the Conversation:
As a manager, it may feel daunting having to approach a person who you suspect may have a problem with alcohol, however, it’s essential to deal with the situation promptly, and book a meeting as soon as possible. It’s okay to have someone with you for reassurance, but no more than one to avoid the person feeling victimised. Prepare beforehand, gathering evidence and also resources that could support the person going forward. - Things to keep in mind during the conversation:
- Expect that the person may become defensive or even angry, and be in denial about the issue
- Open the meeting with a supportive comment. “Are you ok?” or, “How are you? I’m a bit worried about you.” helps set the tone of support rather than challenge.
- Present the facts, for example, “we smelt alcohol on your breath when you returned from lunch”, and show the impact that alcohol is having or may have on their work, and on their colleagues
- Recommend that the person seeks help from a GP, and also provide resources such as counselling services, Employee Assistance Programs (EAPs), or information about local support groups. This support demonstrates a commitment to helping employees overcome challenges related to alcohol use
- Discuss any adjustments that could be made to support the person in the workplace
- Above all, the focus should be concern for the employee’s wellbeing, emphasising support, empathy, confidentiality and a non-judgmental approach to encourage openness
Conversations about alcohol use in the workplace require sensitivity and empathy. Whilst employers and managers may feel full responsibility for the employee’s wellbeing, it’s important to remember that the person also needs to acknowledge and face up to their problem, and the role of the manager is to support them, alongside specialist help to take the first steps in their road to recovery.
If you’d like more advice or support on how to have sensitive or difficult conversations with people in the workplace, please drop us a note here today and we’ll set up an initial chat.