Frontline Supervisor
Fall 2007 | Frontline Archive
Q. I just referred an employee to the EAP but forgot to ask him to sign a release so I could confirm his follow-through. I also have not talked to the EAP about this. What will happen at the EAP interview? Will it be assumed that the employee is a self-referral?
A. The EAP will ask your employee why he decided to use the program. Your employee will likely refer to your discussion with him about using the EAP and will probably state that he is following a supervisor’s referral. Any discussion that references your involvement will precipitate further discussion about the nature of the referral, and the employee will be asked to sign a release with your name on it. Although this is voluntary, most employees want their supervisors to be aware of their cooperation and will sign such a release if they have good relationships with their supervisors. Your best move now is to phone the EAP and let them know about the referral before the employee arrives.
Q. We have no financial way to provide rewards to employees as
incentives. Frankly, I don’t think many employees would be motivated by money to
improve their productivity anyway. What else can be used?
A. Money is a motivator for many employees initially, but it is not a powerful motivator over the long term. When considering incentives, remember that people will change their behavior when it will clearly benefit them to do so, based on what they value most. Many things are valued in the workplace, but the three predominant things are power, status, and popularity. In the workplace, power gives an employee control and influence over others. Status means prestige or elevated rank, and popularity means being liked or approved of. Your task is to figure out how to bring these values into the incentive mix with opportunities, duties, or job functions that match them. If you can provide employees with one or more of these three things, you will be providing powerful motivators to improve their productivity.
Q. Evaluators or supervisors are often advised not to be their employees’
friends. Does this mean we can’t go to dinner, to a baseball game, or to holiday
parties at one another’s homes?
A. Avoiding close friendships with those you supervise refers to the conflict of interests that will naturally arise when loyalties are divided between two opposing positions. Your friend requires loyalty, and so does your employer. So when your employer’s needs conflict with those of your employee, who are you to support? Avoiding friendship does not necessarily mean that you cannot socialize, but you should consider the circumstances of your work culture and the implications of not conforming to the boundaries that naturally exist between you and your subordinates (e.g., military officers do not socialize with enlisted personnel). Some even argue that employers have a right to demand loyalty or fidelity to their organizations, since they are paying their supervisors for it. Regardless, maintaining boundaries helps preserve both relationships—the one with your employer and the one with your employee.
Q. I have never had an employee who needed a supervisor referral to the
EAP, but I am sure many of them have personal issues in their lives and could
benefit from the program. When is a good time to remind people to use the
program if they need it?
A. A busy, functional office can easily forget that an EAP is available. There is one great time and place to mention the EAP to every employee individually and on a regular basis, simply to remind them that the program exists: at the annual performance evaluation or review. Make it a habit to mention the EAP to every employee as a reminder—even if an employee is a top performer with outstanding marks. Some employees just don’t think about the EAP, and your reminder may prompt them after leaving your office to make the call about a nagging personal problem. Also remind employees about the confidential nature of the EAP, and remember to note that it is free of charge.
Information contained in The Frontline Supervisor is for general
information purposes only, and is not intended to be specific guidance for any
particular supervisor or human resource management concern. For specific
guidance on handling individual employee problems, consult Inova Employee
Assistance at 800-346-0110.
DISCLAIMER: Information in Frontline Supervisor is provided with the understanding that Inova Employee Assistance is not engaged in rendering legal services. Inova Employee Assistance disclaims any liability, loss, or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information. This information is not a substitute for the advice of a competent legal, EAP, or other professional person
