How to Handle Substance Use Disorder in the Professional Sphere
What does it mean to be the “boss” in the workplace? To some, it means responsibility and leadership. To others, it means obligation and oversight. The 26th President, Teddy Roosevelt, once said, “People ask the difference between a leader and a boss. The leader leads, and the boss drives.” This is one of the great challenges of being the boss, balancing efficiency and empathy. One situation that may test this balance to the fullest is handling an employee with substance use disorder (SUD).
The fact of the matter is that SUD has become relatively common in the workplace. Whether it is more common because it is no longer ignored or minimized or because there is simply a rise in substance misuse is up for debate. What is not up for debate is that leaving SUD untreated can cause extreme disruption in the professional sphere.
Make no mistake; SUD does not just affect the individual. It affects the entire workplace dynamic. From leadership to employees to clients, this disorder can disrupt all. While it may create a lot of internal conflicts, there are specialists, tools, and resources that can make approaching an employee struggling with SUD a smoother, less stressful process. This is where we here at Next Level Recovery Associates can help.
Defining Substance Use Disorder
Of course, there are variations of substance use, and substance use does not automatically constitute a disorder. For the employer, it makes sense to arouse concern when a person's substance use begins to interrupt their workflow as well as other coworkers and clientele. It's fair to say that this would constitute substance misuse, and there is a good chance this misuse spills into that category of SUD
The Centers for Disease Control and Prevention (CDC) defines SUDs as “treatable, chronic diseases characterized by a problematic pattern of use of a substance or substances leading to impairments in health, social function, and control over substance use. It is a cluster of cognitive, behavioral, and physiological symptoms indicating that the individual continues using the substance despite harmful consequences.” This is a potentially helpful definition for detecting a problem within an employee.
The CDC also tells us that “One in seven Americans aged 12 or older reports experiencing a SUD.” So is it any surprise that this disorder would spill over into the workplace? While this situation can be stressful, just remember that one of the first ways the CDC defines a SUD is a “treatable” condition. That being said, the approach of the individual is still the task at hand.
Approaching Substance Use Disorder in the Workplace
The primary text of Alcoholics Anonymous, known as “the Big Book” (which has become the primary text of many other substance-related 12-Step programs), has an entire chapter devoted “To Employers.” The first aspect of this chapter is to remind the employer that they are not required to acquiesce to their employee that is struggling.
However, there are ways to prioritize the health of an employee struggling with SUD while also maintaining the interests of the rest of the workplace. Yes, termination or suspension is entirely the right of the employer and they should not feel guilty as such. Yet, getting a struggling employee the help they need may actually be the most beneficial route.
As many employers will find out, sometimes their best, most productive, employees are also the ones that may have a problem. So, allowing them to recover, is not only potentially life-savingly beneficial to them, it may be professionally beneficial to the business.
The Balance Between Empathy and Reality
As previously mentioned, there is a natural reaction for an employer to bring blame and guilt upon themselves when it comes to a struggling employee. Questions may arise like:
“Why didn't I see it sooner?”
“Did I create or overly tolerate a culture of toxic behaviors?"
“Did I subconsciously choose to ignore it?”
Questions of doubt and anxiety may arise next:
“What happens to them if they are terminated?”
“What if I do nothing and they get hurt, or worse?”
“What about the rest of my staff?”
It is when these questions arise that it may be time to get help.
The reality of the situation is that SUD negatively affects every aspect of the workplace. A good leader has to address this as soon as possible. The good news is that there are choices that can integrate empathy into this negative reality.
Next Level Recovery Associates Can Help
Next Level Recovery Associates has the expertise that helps employers get their workplace in order, while also helping employees struggling with SUD. We guide employers through the process and help take the anxiety out of an anxious situation.
Whether it is case management, intervention planning, or the assistance of a recovery associate we can help get your employee back on track and on the road to recovery. An employer is not just a boss, but also a leader. When it comes to SUD, we help ensure that the employer can focus on the latter.
Substance use disorder (SUD) does not simply affect the individual. It affects everyone unfortunate enough to get caught up in its orbit. This includes family, friends, and also employers, employees, and coworkers. SUD can disrupt the professional sphere in ways that can severely damage a business's reputation, financial situation, and future potential. However, there is a solution. Next Level Recovery Associates can help manage and mitigate damage in the workplace caused by the effects of SUD. Whether it be through our case management, intervention planning, or recovery companionship, we can help get your business back on track, while most importantly getting the person struggling onto the road of recovery. For more information, contact Next Level Recovery associates at (561) 735-2590.