{"id":5081,"date":"2026-09-02T08:18:00","date_gmt":"2026-09-02T06:18:00","guid":{"rendered":"https:\/\/bymconsulting.se\/?p=5081"},"modified":"2026-08-05T12:07:24","modified_gmt":"2026-08-05T10:07:24","slug":"nar-en-medarbetare-inte-mar-bra","status":"publish","type":"post","link":"https:\/\/bymconsulting.se\/en\/nar-en-medarbetare-inte-mar-bra\/","title":{"rendered":"When a team member is struggling \u2014 what managers can do and why it matters."},"content":{"rendered":"
\n

It happens in most organizations at some point. Someone in the team does not seem like themselves. Performance changes. Mood is affected. Or it is something more subtle \u2014 a quietness that was not there before.<\/p>\n\n\n\n

The question most managers ask themselves is: What am I allowed to ask? What is my role here? Where is the boundary?<\/p>\n\n\n\n

Your role is not to solve \u2014 it is to see.<\/strong><\/p>\n\n\n\n

The manager's role is not to diagnose, treat, or resolve. It is to notice and act.<\/p>\n\n\n\n

In most cases, it is enough to say: I have noticed that you seem to be having a difficult time at the moment. I do not want to intrude, but I want you to know that I see it and that there is support available.<\/p>\n\n\n\n

That is not a therapy session. It is a human conversation. And it is often what most people need to hear first.<\/p>\n\n\n\n

What you can do concretely<\/strong><\/p>\n\n\n\n

Have the conversation early. In my experience, the longer you wait, the more difficult it tends to become \u2014 for both the manager and the person.<\/p>\n\n\n\n

Ask how things are going \u2014 and mean it. Not as an opening courtesy, but with time and space for a genuine answer.<\/p>\n\n\n\n

Know what support your organization offers. The most common routes are occupational health services, which employers in Sweden are legally required to provide access to under the Work Environment Act, and EAP programs (Employee Assistance Programs), which provide employees with access to confidential counseling support. You do not need to resolve the situation yourself \u2014 but you need to be able to refer people onwards.<\/p>\n\n\n\n

When the situation is serious<\/strong><\/p>\n\n\n\n

Om du bed\u00f6mer att en medarbetare befinner sig i en akut kris \u00e4r det inte l\u00e4ngre enbart en chefsfr\u00e5ga. D\u00e5 b\u00f6r du kontakta HR<\/a> omg\u00e5ende och vid behov koppla in f\u00f6retagsh\u00e4lsov\u00e5rden. Om det handlar om omedelbar fara ska alltid 112 kontaktas. M\u00e5nga organisationer har ocks\u00e5 krisst\u00f6d via sin f\u00f6rs\u00e4kring \u2013 det \u00e4r v\u00e4rt att k\u00e4nna till innan en situation uppst\u00e5r.<\/p>\n\n\n\n

Escalating is not abandoning the employee. It is taking your responsibility seriously.<\/p>\n\n\n\n

One final thought<\/strong><\/p>\n\n\n\n

Managers who avoid acting because they fear doing the wrong thing are, in practice, making an active choice. Not acting is an action, not a neutral position. Under the Swedish Work Environment Act, employers have a clear responsibility for the organizational and social work environment \u2014 and the manager is the employer's representative in that responsibility.<\/p>\n\n\n\n

If you have thoughts, questions, or simply want to talk something through \u2014 feel free to get in touch. I am happy to have an initial conversation with no agenda.<\/em><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Right person. Right place. Everything changes.<\/em><\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

Vad g\u00f6r man n\u00e4r man m\u00e4rker att n\u00e5gon i teamet inte \u00e4r okej? Var g\u00e5r gr\u00e4nsen? Konkret och utan f\u00f6renklingar.<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[15],"tags":[],"class_list":["post-5081","post","type-post","status-publish","format-standard","hentry","category-ledarskap"],"_links":{"self":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5081","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/comments?post=5081"}],"version-history":[{"count":3,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5081\/revisions"}],"predecessor-version":[{"id":5290,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5081\/revisions\/5290"}],"wp:attachment":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/media?parent=5081"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/categories?post=5081"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/tags?post=5081"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}