Tackling Troubling Employee Behavior

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How to Counsel Troubled Employees Continued… • Step 4: Focus on performance issues if the trouble is jobrelated. In a calm, non-accusatory manner, point out the changes in the employee's performance. • Step 5: Ask what you can do to help. • Step 6: Work with the employee to develop concrete goals and a timeline for resolving the performance issues. – Do establish the levels of work performance you expect. Set the limits that you will tolerate. – Determine what is acceptable and unacceptable to you. – Be consistent. Treat all employees equally.
How to Counsel Troubled Employees Continued… • Step 7 • If the person shows behavior that poses a direct threat to themselves or others (including physically being unable to perform at work safely), call Employee Relations and/or Security immediately. A condition of employment or mandatory referral can be made that requires the person to be evaluated by a mental health professional via EASE or outside EASE and recommendations made as to whether the individual can safely and effectively perform in the job. They would be on a suspension during this period to give them time to provide documentation from their physician. Once we receive documentation, they can be placed on a leave. • Important: If you feel threatened, you should suspend immediately and deactivate the employee’s accesses.
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Page 3 and 4: How might you rate your emotional s
Page 5 and 6: Emotion Principles • Our emotiona
Page 7 and 8: The Emotion Effect If left unresolv
Page 9 and 10: Why might your employee be troubled
Page 11 and 12: From Expectations to Responses EMOT
Page 13 and 14: Keep in mind… Persistent or exces
Page 15 and 16: DEFENSE OR TRAP DESCRIPTION OR EXAM
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Page 19 and 20: What to look for and document in jo
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Page 31 and 32: Employee Assistance Program (EASE)
Page 33 and 34: The EAP Can Help! Anything from ang

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