Personal Assistance Service (PAS) | 2200 West Main Street | Erwin Square Tower | 4th Floor, Suite 400A | Durham, NC 27705 | 919-416-1PAS (919-416-1727)

Supervisor Newsletter

Newsletter-October 2018

Q. My employee has a psychiatrist who has treated him for depression for many years. He's never been to PAS, and I have not considered a referral until now. Currently he is not coming to work often, and yet the doctor keeps writing notes to excuse absences. Can PAS help?

A. Consult with your organization's human resources representative regarding sick leave issues and how to manage these absences and record the leave status. PAS can accept formal referrals from supervisors when employees have job performance issues, quality of work problems, conduct and behavioral issues, and attendance problems. So, consider referring your employee. Make it a formal referral. Is the employee unable to adequately perform his duties because of the absenteeism? If so, make note of it. It makes no difference whether the employee is being seen by a psychiatrist. This fact does not preclude a referral to PAS. Many issues could exist in this situation, including improper treatment, a problematic relationship with the doctor, poor medication compliance, sudden loss of medication effectiveness, and a host of other factors. PAS will obtain a release to communicate directly with the psychiatrist and assess what's going on. If the employee is reluctant to accept a referral, discuss next steps with PAS.

Q. I want to do everything I can to help my employees perform well. What is the most important thing I can focus on to help support my employees' best performance?

A. The most important thing is to form good working relationships. Supervisors can learn many different skills and tactics, but few will be effective without positive relationships. Understand the concept of "essential attitudes" for a supervisor. Essential attitudes for success exist in every profession, whether you are a teacher, scientist, minister, pilot, or supervisor. Here's one: assume your employees are doing the best job they can from their point of view. This attitude will affect the way you speak, act, nurture, and support them. It might even help you remember to use PAS more often as a resource to improve performance. Another: spell out for employees what they need to do in order to succeed and then give them the ability to do it. Imagine how these essential attitudes influence a positive relationship, and how lacking they are with many managers.

Q. What do supervisors need to know about the "Generation Z" coming into the workforce? I have been hearing more about them recently.

A. You will hear a lot more about Generation Z as these employees enter the workforce. Gen Z are those born between approximately 1995-96 and 2010-14. This is the group following the millennials. Generation Z is more influenced by concepts like "finding my true purpose" and "making an impact." They want to be independent and are highly attracted to learning new things. They are confident and respond positively to companies that are engaged in resolving social problems. They are entrepreneurial, realistic, hungry for experiences and want to see the world. Gen Z employees want to be experts and may accept challenges more readily than prior generations. When writing the essential functions of job descriptions, consider the above values and employee traits to help you maximize productivity and employee job satisfaction. Gen Z employees are less put off by the idea of getting counseling and more likely to use supports like PAS to improve their lives. Learn more from the book "Meet Generation Z" (2017).