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Im losing sleep over this...

I drink to survive.
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What’s the deal with Heat these days? 👎🏼or👍🏼
How do I get off a dysfunctional project?
Anyone ACTUALLY use Omni?!
Im losing sleep over this...
I drink to survive.
What’s the deal with Heat these days? 👎🏼or👍🏼
How do I get off a dysfunctional project?
Anyone ACTUALLY use Omni?!
Meet it head on. Get HR involved early if you think it is a substance abuse thing.
Set clear goals for improvement and a strict timeline with check ins. She may be unaware of the seriousness of these absences (and if she's using legit sick days you'll have to explain why she can't use sick days if she's sick/hungover) so give her a chance to learn if she's so new to the industry. If she really doesn't care then you likely won't see improvement and will have the justification to fire her. But just threatening somebody with losing their job doesn't improve performance especially for those who don't realize how they're failing.
Oh also, if she does great work when she's there then tell her that, that's what will motivate her. Just be clear that absences are overshadowing the work quality and good work 4 days a week isn't enough.
Sounds like a PIP is in her future
I think she is unaware as proven by her latest comments in an email to me. Blaming everyone else for the issues.
She's lying, I've had four major concussions, spent a week in the hospital with brain trauma from the last one and I go to work every day.
How do I motivate her without losing her? When she is on she produces great work but the absences are mounting.
If I was in your shoes, I'd take your concerns (and documentation) to HR, and get their advice on the proper steps to take before your 1:1. The "medical" aspect of this may be a legal sticking point, and you might need to phrase things very carefully. Do it right with HR, and you'll eventually get an acceptable end-result. Do it wrong, and you'll just get more headaches.
Regarding the chronicness of her illness. She is continually out of the office on Mondays. Especially after a fun weekend as displayed on FB. Have a 1:1 set up with her as I have been tracking the absences and unplanned working from home due to illness. Her absences are impacting her work and ability to understand the role. My new hire that has zero agency experience is picking things up faster than her.
Give her notice. If she doesn't improve, than she's gone. Who has time for that