Related Posts
how many of you get high before/during work?
🙋🏻♂️
Happy week! Stay positive.. 👍
Conversation Starter
Chief
More Posts
Mentor
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
If you have a supportive company she should talk to HR. You should not be guessing what is wrong with her. You can suggest to her, without suggesting you think she’s going to have another episode, that she should talk to Hr. Our company would offer therapy resources and short term leave or reasonable accommodations. But it’s dangerous if you try to play that role.
As a bipolar professional, there are highs and lows, I would communicate with the employee about deadlines and ask them how you can help them achieve these tasks under her conditions. She will find motivation through a graceful thoughtful approach, and be more focused when pressure is seemingly a team effort.
How do you know she is bipolar? And even if she is that shouldn’t effect her work in the manner you’ve stated.
She had an episode last year that landed her in a hospital. She then disclosed the diagnosis. My suspicion is that she is on the verge of another one. I feel bad for her but i need to deliver results.
Change staffing asap if you can. I had a similar situation earlier this year and made the argument that a change was needed for the employee’s health. Deadlines don’t go away, but at least this employee was able to do something else for a bit and cool down
I would recommend actually talking to her before removing her because she has a disability and that seems illegal.
To be done. Any advice on how to manage this?
Maybe get with HR incase she’s put in a reasonable accommodation.