Updated Jan. 1, 2022 –
If you haven’t already, your human resources program should include updated plans for employee addiction recovery. Why? Consider some salient data.
Nearly 33 million or 14 percent of American adults have alcohol problems, but weren’t getting help. according to a published report. And the problem is growing — among executives, mid-level managers and workers, alike.
The aggregate impact? Alcoholism costs taxpayers $249 billion each year.
In my experience, the average alcoholic adversely affects 10 people. As you might expect, alcoholism is a disease that tears families apart.
(On a personal note, one reason for this article is to spare readers the devastation of the disease: My precious son was a victim of fetal alcohol syndrome, see: Honoring Memory of My Beloved Son, Brian, Who Inspired The Biz Coach.)
As a result, the issue also portends a major headache for the typical human resources department.
“Alcoholics are 33 percent less productive than their coworkers, and on average cost their employers $7,000 annually,” according to a published report.
HR departments are responsible for compliance, compensation and benefits, employee relations, recruiting, safety, and training and development.
More and more, HR is expected to be strategic – to align HR strategies with business goals.
So how can HR support a company’s business strategy with uncertainties created by alcohol-dependent workers? With strategic planning.
With addiction having a huge adverse impact on productivity and safety, you cannot ignore health and safety risks.
Nonetheless – as far as practical – it’s a moral and legal obligation for employers to try to help employees resolve their addiction issues before issuing dismissals.
Here are four strategies to implement:
1. Learn the warning signs of addiction or mental-health issues
There are all kinds of ominous signs. They’re not limited to performance.
Certain types of alcoholics can still perform well on the job. Many don’t. But such employees have deteriorating relationships with other employees. Their behavior continues to worsen.
2. Approach the issue with great caution
Always remember an alcoholic will go to great lengths to protect a drinking habit. Denial and dishonesty are common.
It won’t do you any good just to tell an alcoholic or a drug addict, for that matter, to stop their addictive ways.
The good news about alcoholics is that often they’re easier to reach than drug addicts. They become remorseful sooner. Drug addicts tend to be more dishonest.
So know how to approach your employees. Ask the right questions. All the while provide a supportive environment. It’s best not to judge but merely seek solutions.
3. Remove the stigmas
Alcohol and drug-dependent employees are frightened at the prospect of being found out. They scared to admit they have a problem. They fear losing their job.
Be sensitive to the problem and the employee’s feelings. At company parties and functions, make it OK not to drink. Create a positive culture and environment.
4. Treat addiction like any other health issue
Even if workers stop their denials and admit to their drinking problems, they face a long, hard road.
Most will fall off the wagon repeatedly. For a long duration – in early stages of recovery – it will seem that no amount of treatment or attendance at Alcoholics Anonymous will work.
Provide adequate support to help these people get well. If your workers feel a supportive workplace, they’ll admit their problems more readily and will work hard to improve themselves.
Resources – Alcoholism
For alcoholics, the best source for recovery is Alcoholics Anonymous. For family and friends of alcoholics, Al-Anon is suggested. For teenagers of alcoholics, Alateen is recommended.
Resources – Drug addiction
For drug addicts, visit Narcotics Anonymous. For family and friends of drug addicts, see Nar-Anon.
From the Coach’s Corner, editor’s picks:
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Proof Positive: How Supportive Spouses Help in Work-Related Stress — First, it was the book, “The Millionaire Mind.” The book by Dr. Thomas J. Stanley revealed several traits of millionaires. One important statistic from his study of millionaires: They were successful largely thanks to a supportive spouse.
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The 3 A’s to Survive an Emotional Business Loss — Business executive: If you’re distraught over business conditions, my condolences as you’re not alone. Lots of businesses have financial issues. The good news is you can survive an emotional business loss with the three A’s.
“Alcohol gives you infinite patience for stupidity.”
-Sammy Davis, Jr.
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