What is the manager’s or supervisor’s role in the EAP?  
As management, you are the cornerstone of a successful EAP. You are in the best position to observe your employees’ performance, attendance and conduct. It is your responsibility to document any performance issues and to take corrective action, if indicated. At the same time, it is not your job to be a professional counselor. Becoming involved in your employees’ personal issues may cloud your judgment and make it difficult to treat the employee in a fair and objective manner. When an employee’s performance falls below established standards, discuss your concerns with Human Resources and develop a course of action, including a referral to the EAP, if appropriate. 

1. Identify performance issues 
As a manager, one of your responsibilities is to ensure that employees perform their jobs in a satisfactory manner according to their job specifications. To resolve many performance issues, additional training and coaching is usually sufficient. For employees experiencing stress, medical issues or other personal problems, additional support may be needed. 

2. Observe behavior 
If an employee’s performance continues to decline, it may be indicative of personal difficulties. Initial signs that an employee is experiencing such issues may include: outbursts toward customers or co-workers, unexplained or unexcused absences, or  poor attention to work details. Upon observing such behavior, meet with the employee. By addressing the situation immediately, there is a better chance of an effective resolution. If the employee shares any personal issues that may be affecting work performance, use the opportunity to suggest contacting the EAP for assistance. This is an example of an informal referral. If the work performance or behavior issues are not resolved through meeting with the employee and offering EAP resources on a voluntary basis, a manager might discuss the possibility of a formal referral with Human Resources. 

3. Document facts 
Good documentation will assist you in providing objective, factual information and will help identify patterns of deteriorating performance. Document only work-related issues, including attendance, conduct and work quality. Avoid personal opinions or third-party information.

4. Prepare to meet with the employee 
The focus of the meeting should be on work performance. Work with your Human Resources department to develop an
action plan to resolve the performance issues, including the consequences if performance does not improve. Examine all pas documentation on the employee and try to evaluate how he or she will react based on past history. Remember that some people will react more forcefully than others. You can contact the EAP for a consultation prior to the meeting.
GuidanceResources professional staff can serve as a sounding board, help you evaluate the action plan, offer new ideas and provide support.

5. Take action 
During the meeting, be prepared to address your concerns and solutions. Using the steps listed below, you can develop an outline to aid you during this discussion: