2. Outline the seven steps in a counseling interview.
1. In a nonthreatening manner, describe what you have observed. Talk about actual performance and not about vague concepts such as attitude or motivation. Do not threaten or intimidate the employee.
2. Ask the employee to comment on your observations. Encourage the employee to be open and honest. If you disagree with parts of the employee’s response, do so in a gentle manner.
3. If prior meetings have been held, briefly review what they accomplished.
4. With the employee’s input, identify the problem-solving techniques to be used. Do not attempt to solve the problem yourself, but guide the employee to resolve it alone. Be a good listener and let the employee talk.
5. Once a solution has been agreed upon, restate the actions to be taken and reemphasize your concern about the problem.
6. Always schedule a follow-up meeting, preferably in the near future.
7. Document the meeting. While this is not always necessary, it is usually a good idea. The documenting should be done while the session is still fresh in your mind.
5. How do troubled employees affect the workplace environment?
Lower productivity, higher absenteeism and tardiness rate, higher insurance, theft is even a possibility if the employee is using drugs

7. What are the three steps in the confrontation between the supervisor and the troubled employee? 1. Performance review. , 2. Referral to counseling and assistance. , 3. Discussion of consequences of employee action.

10. What is an employee assistance program (EAP)?
A program designed to help employees with alcohol and drug problems and well as problems at home such as abuse.
14. Why are some supervisors reluctant to engage in a form of career counseling?\
Because they have not been properly trained and they do not feel that it is in the best interest of the company to interfere in