Make a supervisor referral when performance problems continue despite your usual attempts to correct them through supervision or supervisory coaching. Your employee may or may not have a personal problem at this point, but the criteria for a supervisor referral exists --- a continuing performance problem.
A troubled employee is an employee whose personal problems definitely, and repeatedly interfere with job performance -- attendance, quality of work, behavior/conduct, or availability.
Refer employees early before problems become severe and your relationship deteriorates. Don't ignore a developing problems. Don't fear that your employee will be insulted for your recommending the EAP.
|A supervisor referral is based upon job performance issues. It is not based upon the supervisor's belief in the existence of a personal problem. A personal problem may exist, and symptoms of it may appear obvious, but the rationale for supervisor involvement is always performance.|
|Conduct and behavioral problems may meet the criteria for referral to the EAP immediately (inappropriate behavior, violence, sexual harassment, etc.)|
|A supervisor can encourage an employee to use the EAP in response to the disclosure of a personal problem. No management issue exists, to this is a self-referral from the employee's and supervisor's perspective.|