The Tribune

Everyone has personal habits; some more than others. From gambling and sex to drugs and alcohol, addictions can become quite expensive for both the individual and the company that employs them.

Here are a few consequences of neglecting to address workplace addictions:

• Tardiness/sleeping on the job

• The after-effects of substance use (hangover, withdrawal) affecting job performance

• Poor decision-making

• Loss of efficiency

• Theft

• Lower morale among co-workers

• The increased likelihood of having trouble with co-workers/supervisors or tasks

• A pre-occupation with obtaining and using substances, money or sex while at work, which interferes with attention and concentration

• Illegal activities in the workplace, including the selling of illicit drugs to other employees

• Higher turnover

• Training of new employees

• Disciplinary procedures

• Premature death/fatal accidents

• Injuries/accident rates

• Absenteeism/extra sick leave

• Loss of production

Every workplace must create an environment where people can seek - and find - help for such addictions. Here is what you and your company can do to offer help:

1. Take action: Do not allow people to suffer alone. They are often unaware that they are in need of help, or even how to source it. Reporting to human resources, and directly confronting the individual with love and compassion, is crucial to their full recovery.

2. Engage the employee in an Employee Assistance Programme. Creating such a programme (an EAP) is the most effective way to address alcohol and drug problems in the workplace.

EAPs deal with all kinds of problems, and provide short-term counselling, assessment and referral of employees with alcohol and drug abuse problems; emotional and mental health problems; marital and family problems; financial problems; dependent care concerns; and other personal problems that can affect the employee’s work.

1. Establish policies and procedures that employees meet when they join the team. The company’s orientation programme, and all other training initiatives, should constantly direct employees to expectations regarding solicitation, substance abuse and other matters that might interfere with the proper functioning of the workplace.

• NB: Ian R. Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organsations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at tcconsultants@coralwave.com.