Supervisor Training

Posts Tagged ‘confronting’

Supervisor Dilemma: When You Socialize with the Employee You Must Confront

Nothing creates a bigger supervisor dilemma: when you socialize with the employee you must confront. There are so many questions and worries that surround the subject. How do you deal with the situation?

Is it possible to keep the friendship intact? What will all the other employees think? Can you cut your friend a break? Should you speak with them off hours about the situation? When a personal relationship enters the equation reasonable suspicion cases become almost impossibly complicated. How do you navigate these tricky waters? Read the rest of this entry »

Overcoming Supervisor Fear in Reasonable Suspicion Confrontations

The specter of supervisor fear in reasonable suspicion confrontations can create a disproportionate sense of dread when dealing with this issue.

No-one ever wants to be the ‘heavy’ or to have to be the one to tell an employee they are no longer performing effectively in their job. When there are the complications of drug or alcohol abuse coloring the situation there is the added worry of the blame/denial cycle, or of heated exchange and recriminations turning to ugly confrontation. The best way to guard against ugliness is with education. If you are well educated on how to approach the situation and communicate well to the employee then things will go much smoother than you expect. Read the rest of this entry »

Signs and Symptoms Checklist for Reasonable Suspicion Cases

Careful records of behaviors on a signs and symptoms checklist for reasonable suspicion cases can help ensure that your company is not left vulnerable to a lawsuit.

By taking time to note the behaviors leading to the need for a reasonable suspicion test you will be helping to ensure that you are prepared for the confrontation, and that there is no other reason for the employee’s behavior. Your checklist should contain a section for noting the general nature of the incident or the cause for concern/suspicion; a section for noting disruptive or abnormal behavior; a section for noting any physical signifiers or symptoms notices; and lastly room for a summation paragraph. Read the rest of this entry »

Do’s and Don’ts to follow When Confronting an Employee for Reasonable Suspicion

There are a few basic do’s and don’ts when confronting an employee for reasonable suspicion.

You may have contemplated this scenario on previous occasions but said nothing. As a supervisor, you have a responsibility to maintain a safe, secure and productive work environment. It is your job to evaluate the performance and discuss these evaluations with the employee. As a supervisor, you need to ensure you protect the employee’s privacy. Read the rest of this entry »