Tackling the Office January Blues
The festivities are over, and we are halfway through January, a month that many individuals consider to be the longest, greyest month of the year and for good reason. Whilst the Christmas period brings joy for most, a season defined by over-indulgence, gifts, and socialising, once the excitement fades and the bills start trickling in, we are often left with an abundance of gloom. The nights are dark, the days often wet and hanging in the balance is the societal pressure of ensuring that this year is the year you become ‘the best version’ of yourself.
You may have heard on the radio or seen on social media that yesterday was considered ‘Blue Monday’. Blue Monday tends to fall on the third Monday of the New Year and it is considered the most depressing day on the calendar. However, whilst this day is considered important, who’s to say it is more significant than any other day in January or the rest of the year for that matter? Unfortunately, the reality is that individuals will face challenges every day of the year and therefore, it is essential that support mechanisms are in place every day of the year.
Whatever the situation an individual finds themselves in, if feelings of anxiety, guilt or sadness are triggered, then an individual may turn to drugs or alcohol as a way of escaping their emotional or mental distress. Substances may be used to reduce inhibitions, numb grief and stress, enhance mood, increase confidence, or help induce sleep. However, whilst self-medicating may offer some relief in the short-term, over time it will only exacerbate an individual’s problems, including potential addiction, increased health issues and a worsening of mood disorders. This will have an adverse effect on an employee’s role, causing potential damage to their working relationships and ultimately, the individual will become a liability to the company.
So as an employer, how can you help your employees combat the January blues and ultimately keep them safe from drug and alcohol misuse?
Encourage your employees to speak up, it is important to have an open management/HR department where professional issues can be discussed. However, this needs to be set out within a robust and active drug and alcohol policy. A policy must be fair and concise, leaving no room for misinterpretation, clearly detailing the company expectations when it comes to drug and alcohol consumption. In addition, it is important to have recommendations in place on the avenues that offer specific workplace focused support.
Education is also fundamental when it comes to implementing a successful drug and alcohol screening programme. Look to educate your management on signs to look out for, such as employee appearance, changes in punctuality and minor mistakes. Employees should also be educated as to why drink and drugs do not create a safe working environment. In addition, good stress management in the workplace is critical to an employee’s overall health and therefore employers should encourage their workforce to have a work life balance, taking up things that provide relief such as exercise, reading, podcasts, walking on lunch breaks etc.
Finally, create a system of deterrence by implementing random, with cause or suspicion screening within your workforce. Ensure you implement a consultation period of 30 days before rolling out a programme of screening, as this will encourage employee buy-in and set the tone for employees, whilst discouraging the ‘not so innocent’ from continuing to take risks from drugs or alcohol. With cause screening following an incident is really the minimum you should be undertaking. Random screening upwards of 50% of your employees would be considered best practice in today’s environment of high drug consumption.
Are you looking to implement a workplace drug and alcohol screening solution but unsure of where to start? Contact us today and we will be happy to assist you in the process.