Each employee's circumstances are different, and you may or may not know the particulars. If your organization has an EAP and you referred the employee to it through a formal referral process, the EAP will give you limited information concerning the employee's participation.
An EAP or other referral agent, however, will not disclose the exact nature of the problem or personal details.
If the employee went to an EAP or treatment provider on his/her own, you--as the supervisor--probably will not even be aware of his/her participation.
However, you can still help the employee regain an acceptable level of performance. It continues to be important that you focus on the employee's performance and not get involved or side tracked by the employee's personal problems.
Following constructive confrontation and referral, the employee will need several things from the supervisor:
- Continuing feedback about his/her behavior and performance
- Encouragement to follow through with continuing care and support groups
- Accurate performance appraisals and fair treatment
- Time to adjust to doing things differently
- Respect for his or her privacy
- Open lines of communication
- Corrective action if old behaviors reappear