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Concerned about a Colleague
I don't even know how to say this, so here goes. I think the VP I report to has a drinking problem. Several of the other Directors and myself notice that he comes into work smelling like booze on most days, and then he takes really long lunches with clients at nice restaurants where we know he's drinking, and then takes the team to happy hour often after work, and then drives home.
I know his personal choices are not my business, but I'm concerned about him personally and professionally (especially because he drives to and from work, and he's engaging with clients under the influence).
Logistically, there are no rules in our code of conduct that discuss alcohol consumption at work, so it's not like technically he's breaking any rules at the company. (Driving under the influence is another story). I don't know him well, and I'm not his boss. None of us on the leadership team want to bring this up to him, and all of my male counterparts have told me just to mind my own business and keep my mouth shut.
As a leader in this division and this company, I need to think about what's best for the company and the safety of our employees, and I have NO IDEA how to address this, or if I should at all. Thoughts?
Niniane
20+ years in federal contracting
341
04/29/19 at 6:50PM UTC
1) Go to HR. You are right, he is putting the company at risk, especially if he is making commitments on behalf of the company while under the influence of alcohol. Just because it's not explicitly in the code of conduct does not mean it can't be addressed.
2) If possible, supervise him. I don't mean be his boss, but do not leave him the opportunity to compromise the company. Have someone present when he meets with clients to ensure the decisions are sound.
This is never a fun position to be stuck in, but the entire leadership team may be help responsible if something unfortunate happens and there is no record of mitigation.
Erini Kallias (LoveLean)A change agent desiring to make a difference.
128
04/29/19 at 1:57PM UTC
It is so unfair that you have been put in this situation, however to agree with Cara, you have an obligation to your organisation, the employees and if you have shareholders, they may also have an unfavourable interest in this problem.
I'm unsure from your comments if you are a direct report of this VP or if he is further up your reporting line - either makes for a tricky conversation. I am guessing that you are fearing repercussions from addressing this directly? If it helps to put this in perspective, you could be the catalyst that he needs (without knowing it). He could be a danger to himself and innocent people, as well as potentially giving incorrect information to your clients.
If you are uncomfortable dealing with this directly or with another colleague, I would be inclined to involve HR, which could be career-limiting for the VP. Otherwise, frame up your conversation saying that you have concerns for his wellbeing, that of others and the reputation of the company.
Whatever choice you make and the outcome, I wish you well and very good luck!
Ariana NunezSprints and meetings in NYC.
388
04/25/19 at 4:46PM UTC
Yes! Great idea, Alyson. See if you can talk to someone close to them. Also, maybe if you have a lot of interaction with the troubled person, try to squeeze it into a conversation you may be having with him. Maybe in a little bit of a joking manner (not that it's a joke, but lightening the mood a little bit).
Alyson Garrido, Career CoachJob Search and Career Advancement
447
04/25/19 at 12:45AM UTC
That's such a tricky one! I would come at it from the angle of responsibility. You can share that it would be irresponsible for you not to share you concerns with him. You could also check with a colleague that's closer to him to see if you can do it together. He may know and need help and ask for support, or he may not engage, but it sounds like it's important to you that you try and make your concerns known.
Good luck!
Cara Summers
298
04/24/19 at 8:38PM UTC
I think you said it just right. "As a leader in this division and this company, I need to think about what's best for the company and the safety of our employees." I definitely agree and because a drinking problem could affect the safety or representation of the company, it might be in your best interest to speak with HR.
That's so frustrating to even have to be put in this situation though! Sorry to hear! Please keep us posted.
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