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A few years ago I was conducting a training program for a group of employees. A woman in the front row continually nodded off during the presentation. I tried to ignore her but it was very distracting to watch her eyeballs roll back in their sockets. Her head flopped and jerked around. I found myself pausing mid-sentence to watch as she struggled to maintain consciousness.

During a break the woman apologized. She admitted that she had a “disorder” that caused intense and uncontrollable drowsiness. This relieved my concerns that I was putting the participants to sleep but it did nothing to address her inability to remain alert. Truthfully, I wanted her to pack up and leave or at least move to the back of the room. But she dozed and nodded through the entire session.

There are many reasons employees get drowsy on the clock. Some are simply bored stiff by their jobs while others have health-related issues that prevent them from being fully alert during the workday. Sleep issues such as apnea, restless leg or insomnia can prevent employees from showing up for work feeling fully refreshed. Excessive use of alcohol or drugs can also impact an employee’s ability to be fully alert on the job. Some employees take prescribed medications that cause drowsiness.

It is important to understand the underlying cause of the problem before trying to reach a solution. Workplace drowsiness must be dealt with carefully and tactfully. Make it clear that sleeping on the job is not OK. Snoring is a definite no-no.

The employees who are awake tend to resent their sleepy colleagues. Absenteeism, performance, productivity and work-related injuries are another concern. If the issue is medically related, employers may be required to make reasonable accommodations. In most cases, employees need to be encouraged and supported to find solutions for themselves.

Workplace drowsiness is a real issue. Yet the problem often goes unchecked because managers don’t know the best way to approach sleepy employees. When we help others work and live more effectively we are magnifying our role as leaders. Your reaction does not have to be punitive or demoralizing. A gentle, compassionate wake-up call should do the trick.

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