After a supervisor referral, take steps to properly follow up. Follow-up is crucial. If you have successfully referred your employee to the EAP, you are half-way home. It is now important to follow-up. Follow up will reinforce positive changes for improved performance. It will directly influence your employee's decision to remain in treatment or other recommended care. And it will help mend the relationship between you and your employee as well as reduce any anxiety or provocative interaction that might prompt a relapse.
Follow-up includes three steps. Following up is not complicated and involves three important steps: 1) letting the employee know your expectations for his or her performance; 2) establishing the way and means by which you will measure improvement or continuing performance problems; 3) scheduling specific dates and times--even weeks or months in advance--over the coming year to meet with your employee and discuss progress.
It's True! It is crucial to follow through on step 3 above. However, many supervisors find this the most difficult. Remember the old adage: "Out of sight, out of mind." Because you are the link to a continuing paycheck, you significantly influence your employee's decision to follow through with EAP recommendations. You will never have to mention your employee's treatment or health care. Your influence is naturally dispensed in the follow-up process as you encourage, praise, and reinforce the need for your employee's continued progress on performance and attendance behaviors.
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Tip What if you made a supervisor referral and you do not know if the employee went, or the lack of a release makes you unsure? Answer: All of the above still applies.
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