Training Every Supervisor Is the Only Way to Reach Every Troubled Employee
Every EAP is supposed to train supervisors, but most fall short of their training goals. EAPs that train vigorously often miss absent supervisors, and it can be difficult if not impossible to ever catch up and reach them all.
Many EAPs don't train enough because they can't get supervisors away from their primary duties long enough to do effective training with them. And, sometimes the organization is just plain resistant:
"We can't spare time now."... "There are too many other priorities."... "Maybe next year."... "You've got 15 minutes--make it count"...
Familiar roadblocks are old news with training from WorkExcel.com.
The risk and exposure of not conducting training with supervisors is great because the most severely troubled employees don't typically self-refer. Only a supervisor referral done correctly can prevent tragedy.
If you're an Employee Assistance or HR professional, you have probably wondered whether employees in the news who became violent and homicidal were ever seen by their EAP. Indeed, supervisor training is key to getting the riskiest and most troubled employees help before tragedy strikes.
Beyond the most dramatic example of a troubled employee acting violently, it is lower productivity, continued absenteeism, and morale zapping behavior by troubled employees that costs companies money.
And, of course, low utilization of the EAP jeopardizes its funding--something that every employee assistance professional fears. Under-training, no training, inadequate training--it can all lead to the same tragic conclusion for everyone.
struggled with your organization or corporate customers to give you time to do
Has your staff
been "too busy" to arrange training of supervisors?
training difficult because of travel and budget constraints?
supervisors in remote locations and isolated places that make training
impractical or virtually impossible?
Are there new
supervisors in your organization and more appointed throughout the year who don't
Are you worried that you are too busy to
schedule employee assistance program supervisor training, even when management
gives you the time to do so?
Are very few
employee clients with alcohol or drug problems referred to the EAP?
incidents, terminations, and severely disciplined employees things you learn about after the fact, rather than before management takes these actions? Do you feel like less than a key player in your organization when it comes to managing behavioral risk?
supervisor referral rates too low but questions about the effectiveness of your
EAP too many?
If you answered "yes" to any of these questions,
WorkExcel.com EAP Supervisor Training is the solution for you.
Your EAP is not like other EAPs. Training issues are unique
and variable. It may be impractical to stand in front of a group of supervisors and
do live training. You may need something more.
For example, you may need to offer brief training in parts,
or lengthened training for hours or days; offer training using a certifiable Web
course e-mailed to supervisors; show a DVD; offer training with the click of a
button on a Web site; send a self-running computer CD to various department or
individual supervisors; or even present training using a laptop computer that
runs itself and projects on a screen with sound and animation.
Every one of these formats is available from WorkExcel.com.
And nearly all can be customized with the logo, handouts, policies, images,
customized narration, and terminology that are specific to your workplace or
The result is higher utilization, lowered risk, more
effective and valued relationships with managers and key decision makers, and,
of course, more employees who are healthy, happy, and productive.
Finally, you will be able to:
supervisors who miss live training
Mass E-mail a training link to an unlimited number of supervisors—all at once!
asking the organization for time
Train when it
is convenient--anywhere, anytime
Avoid travel to
train in the field
Train new and
supervisors a quick review of steps prior to referring troubled employees to
paperwork, and energy
Get rid of
those old or outdated videos
utilization and compete with other EAPs offer strong web technology
Identify more at-risk, troubled employees
Can I put training on my Web site?
Yes you can, with the Web course program format or Flash
formats. It only takes minutes to install. And there is no linking to WorkExcel.com. This is good news if you work in a secure computer environment.
The Web course produces a Certificate of Completion to
verify that the course has been completed. It can be printed, or e-mailed by
the learner to any third party, such a designated testing administrator. You also can integrate this program with your existing learning
management system (LMS). We can produce a complaint program to match your LMS system.
What's included in the training?
All formats address EAP issues of confidentiality;
clarification of issues most confusing to supervisors; observation;
documentation; confrontation; referral; follow-up after a referral; avoiding
missteps in the referral process; mismanagement of troubled employees; avoiding
manipulation; communication with the EAP; and much more.
Quiz questions and scoring provide an interactive component
to the training in most formats. Test questions have on-the-spot, automatic scoring. Every
supervisor learns, and every supervisor passes. And you get documentation on each one.
Flash, web courses, and DVD formats take about 30 minutes to complete. After purchase, any program can be modified by WorkExcel.com to add your handouts, policies, or other customized information into the courses.
EAP Supervisor Training Program Outline • Overview of EAP • Key principles and concepts • Review of EAP history • Benefits of an EAP • Benefits to the supervisor • Review of (company) EAP policy • EAP services for supervisors • Confidentiality and the supervisor role • About “releases of information” • Employee responsibilities • Definition of a troubled employee • Common types of personal problems • Self vs. supervisor referral • When to consider a supervisor referral • Avoiding emotional entanglement • Tips for supervisor referral • Common supervisor myths about EAPs • Avoiding mistakes in the referral process • Avoiding types of “armchair diagnosis” • Observing job performance • Documenting job performance • Performance signs and symptoms • Confrontation and corrective interviews • Encouraging self-referral • Job leverage and motivation in referrals • Follow-up, and follow-up mistakes • Three types of “constructive confrontation” • Performance-based intervention for severe behavior problems and performance crises • When employees return from treatment • Misconceptions of supervisors and why they don’t refer