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AKAN
Møllergt. 8
(Inng. Skråninga),
0179 Oslo
PB 8822 Youngstorget
0028 Oslo |
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22 40 28 00 |
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22 40 28 28 |
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akan@akan.no |
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| navigasjon: English
/ "The important conversation"
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"The important conversation"
To confront someone with their drug or alcohol problem is not easy. However, it is important to show that the company has a position on this issue and that help can be provided. The immediate supervisor may confront an employee with a suspicion of drug or alcohol abuse even if the individual has never been intoxicated at work.
The background for the conversation
What is your concern? The reason you suspect that there might be a drug or alcohol problem, for example:
- Absenteeism?
- Cooperation problems?
- Reduced work performance?
- Mistakes?
- Violations of company regulations or the individual agreement?
What to say
Plan what you will say.
- Inform the person concerned why this conversation is taking place - be specific when you describe your observations.
- Present your suspicion about drug or alcohol abuse only when you are fairly sure that there are no other credible explanations.
What not to say
- Do not start out by demanding admissions - do not force the person concerned to lie.
- Do not make a diagnosis.
What response to expect
- Defence, in the form of denial, accusations, and downplaying of the matter.
- Despair
- Relief
Closing the conversation
- Explain the employment-related consequences if things do not change.
- Ask the person concerned to help come up with a solution.
- Make positive statements.
- Plan another meeting?
Your job as a manager or supervisor is not to analyze the problem, but to explain how the problem will affect the employment situation
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