A worker who is struggling personally: the conversation that points to help
A reliable bridge-deck finisher has become quiet and made several unusual errors. The foreman suspects problems at home but has no actual information. A private check-in is needed, alongside attention to any immediate safety concern.
Start with what you have observed, ask how the worker is doing and listen without diagnosing the cause. Offer verified support and involve the authorized people for any work or accommodation review. CCOHS recommends an observation-based conversation and identifies assistance programmes where available. Its impairment guidance also separates observed safety concerns from assumptions about their cause. A supervisor's role is support and appropriate referral, not counselling or an assurance that every employment outcome is settled.
Point to help while staying within your role
- Address any immediate safety concern. Use the established site and emergency process with qualified help where needed. Do not leave a concerning operation running until the planned end-of-shift conversation. You need a safe response, not a diagnosis of why the worker is struggling.
- Choose a private, appropriate conversation. Describe specific changes and ask an open question. Listen without pressing for family or medical details. Offer the worker the proper company contact or representative where that makes the discussion easier or a sensitive issue needs review.
- Offer help that actually exists. Check the employee or family assistance contact and access arrangements before giving them. Where the company has no programme, obtain current appropriate community-resource information from the designated contact. Do not invent a service, promise availability or give treatment advice.
- Route work adjustments properly. Discuss barriers and proposed support with the authorized manager, HR or accommodation contact. Qualified people assess safety and suitable duties. Do not assume lighter work is safe, promise a particular adjustment or tell the worker that disclosing a problem has guaranteed employment consequences either way.
- Agree a check-in and protect the record. Confirm who follows up and when, then keep necessary observations and actions in the designated restricted process. Do not copy personal details into a general daily report or crew chat. Explain appropriate information sharing without promising absolute secrecy.
An opening based on observations
Common mistakes
- Guessing a diagnosis or substance-related cause.
- Promising an unchecked task change.
- Putting sensitive disclosures in ordinary site records.
Checklist
A supportive check-in with boundaries
- Immediate safety concerns addressed.
- Specific observations and private setting.
- Listening without diagnosis.
- Verified support contact.
- Authorized work-adjustment review.
- Restricted record and check-in date.
Check your understanding
The worker says they do not want to explain the personal issue. Can the conversation still help?
