Blog

Frontline Supervisor: Effective Documentation

Q. How can I be better at documentation? I’ve been criticized for not sticking to the facts when I write, but if one of my employees demonstrates a continual pattern of conflict with others, I would say the “facts” are that the employee has a conflict-ridden personality.

Frontline Supervisor: Employees’ Health Problems

Q. I suspect that an employee has an eating disorder, but it’s not affecting her performance. Still, I’m concerned about her well-being. Is my suspicion sufficient to make a supervisor referral to BJC EAP?

Frontline Supervisor: Substance Abuse

Q. My employee, who has a commercial driver’s license, reportedly told another coworker he knows how to beat a drug test. All drivers participate in the drug screening program, and we have never had a positive test. What should I do, and how worried should I be?

Frontline Supervisor: High-Conflict Employees

Q. I have two employees who experience a lot of conflict. I know I can refer them to BJC EAP or, if things get worse, threaten disciplinary action. What more can I do to motivate them to change their behavior?

Frontline Supervisor: Extracurricular Activities at Work

Q. An employee loves organizing office pools for sports events. Maybe it’s harmless fun, but he treats it seriously and pressures people to place big bets. Is this an issue for an EAP referral?

Frontline Supervisor: How to Handle Employees’ Personal Problems

Q. My employee says she has distracting personal problems that cause her to be irritable to front office customers. I was about to make a supervisor referral when she shared this information and said she had an appointment with BJC EAP. Should I hold off, or make the referral?

Frontline Supervisor: Diversity in the Workplace

Q. We employ an ethnically diverse mix of people. While there’s no evidence of racism here, I sense trouble brewing. Is the EAP able to promote tolerance or cross-cultural awareness? 

Frontline Supervisor: Morale & Motivation

Q. Some employees seem to have morale problems. My problem is that "poor morale" is a hard thing to document or describe. Is poor morale something upon which I can base a supervisor referral, or is it a symptom of something else? 

Frontline Supervisor: Becoming a Better Manager

Q. My employees say they like me because I am an easy boss. I think they appreciate the fact that I am not demanding, and am more like “one of the guys.” I think they respect me more for it. Do you think I am right? 

Frontline Supervisor: Alcohol and Your Employees

Q. I was thinking of taking disciplinary action in response to my employee's conduct problems at work. She entered treatment for alcoholism, so I held off. Unfortunately, she quit treatment and went home. Should I quickly prepare the disciplinary action? If I don't, I think problems will continue. 

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