How do you deal with a manager's drinking problem?
 

One of my managers has a drinking problem to the point where it is starting to affect our efficiency in getting things done. I actually like the guy and think he has some problems he is avoiding at home. I normally wouldn’t get involved, however it is starting to get a bit odd. He came in three hours late today obviously hung over. I’m not real sure how to address this situation as I am below him in the chain of command, and I really don’t want to say anything to the higher ups. Any ideas from the brain trust here?

above you, let it ride
anything you do , will just get you in trouble , if he is alcoholic, he'll be in denial, and not open for a friendly suggestion from a lower rank...

unless you're a friend with the dude outside work, leave it

I'll second that. No matter what the friendly HR department wants you to believe (such as "we're all family here"), management does not care what the lower level employees think. Unfortunately, no matter how much you like the guy or how much you care for his well being, in management's eyes, you're there to work and nothing else.

I'd steer very clear of that situation and let it blow up on it's own. People that have these sorts of problems eventually 'make their own bed' and self destruct in due time. Protect your job.

Good luck!

Jay
90 964, 84 3.2

Tough situation....

Although, "protecting your a$$" , seems to be the general message given to you so far...as someone with some sobriety behind me, I am thankful some "lower level" employee had the nuts to confront me before I killed myself, or worse, someone else.

food for thought. Good Luck.

I've got a former long time friend who happens to be my supervisor that is on a path of self destruction. He's not an alchoholic, but suffers from heavy depression and is an extreme pervert.

He's made more than enough sexual comments, put his hand down female co-worker's tops, grabbed plenty of ass, shown near stalking type behavior, shown his 'unit' to a female co-worker and completely made me out to be a fool due to some insane lieing that he did to me...the list is endless. He can not help himself (I've spent endless hours counseling him) and he denies he has any problem.

I've had two very stern conversations with my HR department about this person (sadly our friendship has ended after 14 years) warning them the company could be headed for a serious lawsuit due to his behavior that seems to be unchecked. However, while they 'value my opinion', the guy is only slapped on his hands and he continues to harrass a couple of the women here. I'm not management. He is. So, he continues to be protected...

One of the reasons that I am most likely going to leave my job of 7 years is due to his rediculous behavior and the company's lack of disciplining him.

Help if you can "get away with it", but again, protect you and your job. You can be guilty by association if this person really starts acting poorly at work.

Had a similar situation with my company. I work on a contract for the military and our boss was hooked on oxycontin. He was prescribed it due to a skydiving mishap (another story). It was affecting his performance at work and the contract was suffering. It was a real possibility that we could loose the contract. After multiple (DOCUMENTED!!!!!!!) incidents, HR was contacted and the situation was dealt with. He was transferred out of our organization. He later left and took a job with another company.

cheese (I hate your screen name), you say you like the guy but you don't say if you're friends or even that well acquainted. If seeing him take a tumble, and the company be better off for it, doesn't bother you, I'd see to it that he gets set up and sent down. Might be the best thing to happen to him. People sometimes have to be shaken up pretty badly to see the light.

If he's out driving around while drinking at all, then someone has an obligation to see that this guy gets a DUI. That is just plain good for society before he hurts someone, or worse. And, that should get the ball rolling. Make sure HR hears of any offenses to the law that this guy commits.

I'd follow the advice of others here and stay out of this personally. You can still call in a license plate of a suspected drunk.

thats ok, I hate the name Milt.

I'm Fred by the way.

We dont socialize outside of work, although he has been invited for the occasional beer after work. I'm honestly more concerned for the guy's well being, as he seems to be headed for a crash

Chances are if you see this (repetitive excessive drinking or hungover) behavior at work, others do as well. You can walk away and not take any responsibility for helping him, that is most likely what others are doing, or you can take a step to help him recognize his problem. Depends on which option you are comfortable with. Much depends on the maturity of the supervisor and programs available for treatment in your organization as well as the potential for the employee long term. It's a complex issue.

I have dealt with a number of similar situations, most where people worked for me in a sales organization. Excessive consumption was always a problem for some since expense accounts can be good place to bury these problems. Over the course of my career, I had to deal with two specific cases, one was a guy who was actually my manager early in my career and ended up working for me, another case was an older employee who had a previous DWI and had been mugged a couple of times while traveling. He ended up working for me and I had to deal with the problem because it was so obvious.

In my situation, I was concerned for the physical well being when they were traveling and representing the company. Situation was complicated further because the customers loved to be with these guys, they were the life of the party, until they got really shltfaced and then either got belligerent or too drunk to drive. Anyway it was a safety issue.

I confronted them and held my ground, I had evidence (documentation) and told them either they had to address the situation or find another company for employment. We would get them treatment or they could deal with the situation on their own but their behavior would be checked.

Each situation is unique and if the organization is in denial as well, I would steer clear of confrontation, either with the individual or his supervisor. I had a very supportive environment and since I was an officer of the company, I had a good deal of latitude in dealing with both situations.

In the end, both individuals eventually thanked me and were appreciative of the company for helping them confront the situation. In the early stages, it was not a pretty situation or easy to deal with.

They are all tough situations especially when it is a manager above you.

Or Husband...drunks come in all sexes...




"Vodka, it's what's for dinner."

Nice to meet ya, Fred. (cyberhandshake) AFA "milt" is concerned, I hope it doesn't invoke an image of something slimy hanging out of my nose. :D :) That's exactly what I'm saying. A crash of one kind or another. Let's hope he gets some help one way or another.