Addiction is a common phenomenon that affects many people, which is why it can be encountered among coworkers. Confrontation with a colleague who is a drug addict is relatively unsusual due to the fear of violating human resource policies, government employment regulations and the good working relationship. However, if a colleague exhibits an addictive behavior, there is need to handle the situation properly and professionally to ensure better productivity after addressing the issue.
When the addiction of a colleague affects their performance, one should consider how to avoid enabling the addict, ascertain whether the coworker is abusing drugs and evaluate which treatment options are available. First, one should stop and avoid promoting drug abuse (Walker & Hardey, 2020). When colleagues help disclose the condition of an addicted coworker, they indirectly support the person to continue abusing the drugs. Second, it is important to face the issue and discuss it with the colleague in a manner that will convince him or her to seek help (Walker & Hardey, 2020). Third, one can avoid facilitating the colleague’s addiction by not lending money and offering counselling. Further, one can refer the person to the company’s assistance program and stop making excuses for them before other colleagues.
The approach of handling an addicted colleague is different for supervisors. If resolved by a manager, the situation becomes much more serious since addiction may have a direct impact on the performance of staff and strain relationship inside the team (Walker & Hardey, 2020). Managers should not allow the addicted staff to arrive late and ought to ensure such individuals are referred to the company’s assistance program. Additionally, in severe cases, managers should not entrust the employee with responsible tasks and recommend him or her rehabilitation and treatment.
Reference
Walker, L., & Hardey, S. (2020). Substance abuse addiction – guide for colleagues in the workplace. American Addiction Centers. Web.