Advertisement
How Do You Spot (and Save) an Employee Drowning in Their Job?
Get articles like this
in your inbox
The longest running and most trusted source of information serving talent acquisition professionals.
Advertisement
You know the crazy thing about drowning? It doesn’t look like you’re drowning!
Read this from Coast Guard rescue swimmer Mario Vittone:
- Except in rare circumstances, drowning people are physiologically unable to call out for help. The respiratory system was designed for breathing. Speech is the secondary or overlaid function. Breathing must be fulfilled, before speech occurs.
- Drowning people’s mouths alternately sink below and reappear above the surface of the water. The mouths of drowning people are not above the surface of the water long enough for them to exhale, inhale, and call out for help. When the drowning people’s mouths are above the surface, they exhale and inhale quickly as their mouths start to sink below the surface of the water.
- Drowning people cannot wave for help. Nature instinctively forces them to extend their arms laterally and press down on the water’s surface. Pressing down on the surface of the water, permits drowning people to leverage their bodies so they can lift their mouths out of the water to breathe.
- Throughout the Instinctive Drowning Response, drowning people cannot voluntarily control their arm movements. Physiologically, drowning people who are struggling on the surface of the water cannot stop drowning and perform voluntary movements such as waving for help, moving toward a rescuer, or reaching out for a piece of rescue equipment.
- From beginning to end of the Instinctive Drowning Response people’s bodies remain upright in the water, with no evidence of a supporting kick. Unless rescued by a trained lifeguard, these drowning people can only struggle on the surface of the water from 20 to 60 seconds before submersion occurs.”
Take away the eventual water death, and this seems eerily familiar to some of our employees.
As HR Pros/hiring managers/supervisors, we have people who are drowning in their positions right now, but we can’t “see” them drowning. Employees have natural things they do in terms of self-preservation, much like some one who is truly drowning.
They begin to: put in extra time at the office, they seem a little to stressed for normal work, they make things bigger than what they are (this gives them an excuse in case of failure), etc. – it gives you an impression “they’re on top of it” – but they aren’t. They tend not to ask for help; they don’t want anyone to know they’re in trouble – they can handle it on their own.
How do you spot an employee who is going under?
How do you save an employee who is drowning? That’s even tougher than spotting them!
Because it takes you confronting them and not allowing them to cop-out, most HR Pros/hiring managers/supervisors find this very uncomfortable (hello Performance Management!) It basically takes you jumping into their role – deep – and pulling them out.
Most of us don’t like getting our clothes wet and ruining our iPhone, so we try and throw them things to help instead – additional training, words of encouragement, EAP, discipline. Sound familiar? What they need is some full life saving — to push them up for air and help them to shore (you’re sick of metaphors at this point! – actually do the job with them for a while and show them how it should be done).
You still might decide when it’s all done to let the person go – they just can’t handle the position – but some will actually learn from the experience and turn out to be really good.
This was originally published on Tim Sackett’s blog, The Tim Sackett Project.