Here are the basic components of the discussion:
1. State what you have observed that concerns you.
2. Share your desire to help the individual, and explain what support is available (more details on this in a later section).
3. Finally, just listen.
Confronting the individual might be the most difficult step a manager can make, but doing it at the right time and in the right place and knowing what to say can make it much easier. Carefully consider when you want to hold the discussion. The decision to say something might have been sparked by a dramatic decline in performance or an incident that cannot be ignored. Perhaps there was a scene out in the company parking lot one morning between the victim and abuser. Perhaps the employee ...