Do’s And Don’ts – Supervisor
Do: Remember that behavior and emotional disorders are progressive, treatable illnesses.
Do: Make it clear that these behavioral/medical problems come under the medical program. Therefore, the medical records of employees with behavioral or emotional problems will be preserved in the same strictly confidential manner as all other medical records.
Do: Emphasize that you—the supervisor—are concerned only with job performance.
Do: If in doubt at any point, consult with the Program Coordinator.
Don’t: Try to diagnose the problem.
Don’t: Moralize. Limit criticism to job performance, interpersonal relationships with fellow employees, tardiness, or unusual bizarre behavior (problems within management’s purview)
Don’t: Be misled by “con” stories or sympathy evoking tactics at which problem employees and emotionally disturbed persons excel.
Don’t: “Cover-up” for a good acquaintance or a “friend”. Remember, behavioral and/or emotional disorders are PROGRESSIVE illnesses that may be fatal if left untreated.
***** Intervention in an employee’s deteriorating work performance is a supervisor’s rightful role and responsibility. He/she should:
- OBSERVE
- DOCUMENT
- CONFRONT
- REFER