The holiday season can be a very fun time with family and friends. However, for some people, vacations can lead to depression and addiction. By knowing what signs to look out for, employers can not only help promote health and wellness in the workplace, but also protect their workplace culture.
Common signs for employers to look out for: While everyone’s experience with addiction is different, there are common indicators that employers should look out for.
Performance issues:
– Decline in work quality and productivity
– Frequent errors and missed deadlines
Attendance issues:
– Increased absenteeism and tardiness
– Frequent or unexplained absences Changes in behavior:
– Mood swings, irritability, or defensiveness
– Withdraw from colleagues and work activities
– Abnormal or unusual behavior Physical signs
– Significant changes in appearance (poor hygiene, weight fluctuations, etc.)
– Signs of intoxication or withdrawal (e.g. slurred speech, shaking hands)
Workplace dynamics: Addictions are often difficult to deal with until it’s too late. But recognizing common signs like lateness, absenteeism, and erratic behavior is the first step in offering support. Addiction doesn’t just affect an individual’s personal life. It impacts workplace productivity, morale, and overall team dynamics.
Loss of productivity due to substance abuse can have a significant impact on a company’s bottom line. By providing a supportive environment, employers can reduce potential negative workplace impacts and allow employees to regain their health and careers.
According to the National Safety Council, workers who suffer from drug use problems miss two more weeks of work per year than other workers, and on average miss nearly five weeks (24.6 days) per year. I’m here.
Expert perspective: Jamie Vink, president of Meadows Behavioral Healthcare, says, “Employees who tend to overindulge at company parties or become unusually withdrawn during vacations may be dealing with hidden conflicts. There may be,” he said. “The holiday season often increases stress, depression, and substance use. Employers who proactively support their employees with resources for addiction and mental health issues deserve recognition. Investing in employee well-being not only promotes a healthier workplace, but also leads to more engaged and productive employees and a positive environment for colleagues and customers alike.”
Helpful tools for employers: The National Safety Council offers two useful calculators that employers can use to better understand the impact of substance abuse and mental illness in the workplace.
As part of a partnership with the University of Chicago, this calculator provides business leaders with specific information about the costs of substance use in the workplace based on employee base size, industry, and state.
Promoting a supportive workplace culture Employers play an important role in creating an environment where employees feel safe asking for help. Here are the steps to building this kind of culture.
Leader education and training: Employers can provide training to managers and human resources professionals to recognize the signs of addiction.
Establish a clear policy: Employers can develop and communicate comprehensive drug and alcohol policies that include details about support resources, confidentiality, and consequences for policy violations. Providing access to resources: Employers can share information about local treatment centers and support groups.
Employers can make a meaningful difference in the lives of their team members by building a vigilant, supportive culture and intervening with empathy.
