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Steps For Making A Referral What Can EAP do for you Positive Confrontation Guidelines for Performance Discussions

Resources for Managers with employees affected by Haiti

Supporting Haitian Employees
How To Help
Identifying Traumatic Reactions in the Workplace
Manager's Guide following a traumatic event
Reactions to expect following a critical incident
Supporting Grieving Employees
Symptoms- Impact from a traumatic incident
Tips for Managers after a workplace critical event

As a supervisor, you have THREE KEY responsibilities:

First, to provide information about the EAP to your employee. This means you need to know the facts ( the who, what, where, when and how of the program).

Second, to encourage a troubled co-worker, friend or subordinate to use the program if she/he is having a personal problem. We all develop friendships at work. This is natural. And it’s over coffee or lunch that a friend might indicate that something has gone wrong at home, a financial problem has developed or legal assistance is required. This would be an opportunity to mention the EAP and suggest to your co-worker/friend that he/she check it out.

Third, to refer the employee with an on-going, continued job performance decline to the EAP. The EAP can serve as a supervisory tool for you when dealing with an employee whose performance is declining.

A BRIEF SUPERVISORY GUIDE - Intervening To Save A Good Employee

Saving Good Employees On line
This presentation is in a pdf format. To view simply click on the above link.

THE FRONTLINE SUPERVISOR - A newsletter to help you manage your company's most valuable resource - employees.
Click on the issues below to view/print.