Hello. First post here. The podcasts sucked me in and have revolutionized my confidence and effectiveness as a manager.
So the issue is i have this direct who is an alcoholic. He's also not very good at the job. How much can I discuss his personal demons with him? If I aknowledge he has a drinking problem, does it somehow expose the company to liability in that we are obligated to get him help?
Here's some of the backstory:
Before i was promoted to an assistant manager role 2 years ago, my bosses had put him on probation for extended periods. I believe he was on review on two separate occasions, each period lasting no less than 6 months to a year. He's been with us for three years. So yes, its known he's one of our weaker people and he's been an issue.
Each time he's been on probation he's managed to do just enough to avoid getting fired.
I was elevated to a higher management position about 10 months ago, so now he is now even more my responsibility. Around the time i got promoted, this direct was enjoying a major upswing in productivity that lasted for a few more months thereafter. It was no secret that during his brief time of peak performance he had moved in with a girlfriend who had a positive influence on him. She got him to stop drinking. Big shocker, he then became more focused at work and his productivity and general approach improved dramatically.
Then they broke up. He went back to partying, etc. And since that point, i have charts showing a steep falloff in his productivity. It's very clear what the cause and effect are.
He now frequently comes into work with blood shot eyes in the morning, slurred speech. His work has again become sloppy, difficult to manage, and inconsistent. I'll also note that at two company holiday parties this month, he passed out at both.
My dilemma is can i / should i / how do i / i tell this guy, look, your personal life is out of control, you're an alcoholic and its impacting your work?
I fear that if i assume I have a right to give personal life advice, I'll risk getting sucked into conversations beyond my responsibility. I also risk alienating this guy further. And again: If I aknowledge he has a drinking problem, does it somehow expose the company to liability in that we are obligated to get him help?
It feels kind of silly to only address his work behaviors without touching on the elephant in the room, which is his alcoholism.
I'm not sure this matter much, but I'll also note that i have some experience here, being that i'm a recovering drug addict myself, with 10+ years clean.