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Empowering and Educating Managers
We know that addiction is one of the most pressing public health crises of our time. Most people have been impacted by addiction in some way.
The most important thing a manager can do is to support their employees by avoiding stigma and refraining from passing judgement or making assumptions.
Instead the focus should be on expressing concerns relative to any work performance issues and referring the employee to appropriate resources for assistance.
Managers may encounter a range of difficult questions around SUDs and it is important that they are equipped with answers and resources.
SUDs present themselves in various ways. It is important that managers are prepared to respond appropriately.
While it is very important not to make assumptions, examples of issues that may be signals of SUDs include:
- Recurrent Tardiness
- Withdrawing from Work
- Less Engagement
- Performance Issues
- Behavioral Issues
As your organization begins to take action around SUDs, educating and engaging managers is key.
It is important for managers to review and understand the company philosophy, practice, resources and techniques for having healthy and helpful conversations with their teams.
A range of manager tools and training will help drive the organizational effort at an accelerated pace.
SAMHSA has developed guidelines to help support supervisors.