How To Make a Referral

Your Employee Assistance Program is available to help you and your employees with job related and non-job related problems. When an employee comes to you and needs personal guidance to help improve his or her performance, and therefore the store's bottom line, we want to provide that guidance so you don't have to. Hand the employee an EAP helpline business card or an EAP brochure and suggest they give us a call. Please call us yourself if you would like us to notify you of their contact.

The EAP provides professional guidance in solving non-job related problems including, but not limited to, Stress/Anxiety, Depression, Family, Financial, Legal, Alcohol, Drugs, Educational, Psychological Testing, etc.

The EAP also provides professional guidance in solving job related problems including, but not limited to, attendance problems, inconsistant performance, and conflict resolution.

No form of disciplinary action should be taken if the employee does not call EAP. Disciplinary action should only be taken due to performance problems. Cracker Barrel EAP referrals are never mandatory.

    Guidelines for Addressing Employees with Performance Issues







1.  Set the Stage

Choose the time and place carefully

Have documentation ready and available


2. Keep it Performance-related

Present specific job-performance data

Note the employees' pattern of job-performance change

Show compassion, care and concern, but don't attempt to "counsel"

Use "I" statements rather than "you" statements

Allow the employee to respond without interruption 
(you can choose whether or not to respond)

Judge the performance and not the person


3.  Develop An Action Plan

Outline job performance expectations

Discuss specific consequences if performance does not improve

Develop an action plan - determine who is responsible for what


4.  Suggest a call to the Employee Assistance Program (EAP)

Refer to the EAP and provide the 1-800-688-6330 telephone number

Emphasize the confidentiality of EAP


5.  Follow-Up

Set a time for a follow-up review, to show that this is not a "one time deal."

     For some great communication guidelines
    link to Constructing  I-Statements


    What behaviors have you observed in your employee? Use our checklist:

IDENTIFYING EMPLOYEE PERFORMANCE PROBLEMS

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							How to Recommend EAP



						Your Employee Assistance Program is available to help you and your employees with job related and non-job related problems. When an employee comes to you and needs personal guidance to help improve his or her performance, and therefore the store's bottom line, we want to provide that guidance so you don't have to. Hand the employee an EAP helpline business card or an EAP brochure and suggest they give us a call. Please call us yourself if you would like us to notify you of their contact. The EAP provides professional guidance in solving non-job related problems including, but not limited to, Stress/Anxiety, Depression, Family, Financial, Legal, Alcohol, Drugs, Educational, Psychological Testing, etc. The EAP also provides professional guidance in solving job related problems including, but not limited to, attendance problems, inconsistant performance, and conflict resolution. No form of disciplinary action should be taken if the employee does not call EAP. Disciplinary action should only be taken due to performance problems. Cracker Barrel EAP referrals are never mandatory. Guidelines for Addressing Employees with Performance Issues 1. Set the Stage Choose the time and place carefully Have documentation ready and available 2. Keep it Performance-related Present specific job-performance data Note the employees' pattern of job-performance change Show compassion, care and concern, but don't attempt to "counsel" Use "I" statements rather than "you" statements Allow the employee to respond without interruption (you can choose whether or not to respond) Judge the performance and not the person 3. Develop An Action Plan Outline job performance expectations Discuss specific consequences if performance does not improve Develop an action plan - determine who is responsible for what 4. Suggest a call to the Employee Assistance Program (EAP) Refer to the EAP and provide the 1-800-688-6330 telephone number Emphasize the confidentiality of EAP 5. Follow-Up Set a time for a follow-up review, to show that this is not a "one time deal." For some great communication guidelines link to Constructing I-Statements What behaviors have you observed in your employee? Use our checklist: IDENTIFYING EMPLOYEE PERFORMANCE PROBLEMS Back to Manager's Page HOME