When personal problems spill over into the workplace, they can cause undue stress, lower productivity, and create uncomfortable working conditions. Employee assistance programs (EAPs) are confidential and short-term counseling services that can help employees facing personal or professional challenges that negatively impact their performance at work. EAPs can also include training and development of employees and supervisors, policy creation, family support, and programs for alcohol and substance abuse.
Benefits of EAPs
According to the U.S. Office of Personnel Management, providing EAP services can benefit HR managers, executives, and their companies in many ways, including:
- Improved employee productivity and engagement
- Improved manager and employee workplace stress management skills
- Reduced workplace absenteeism
- Reduced healthcare costs related to depression, stress, and other psychological problems
- Reduced employee replacement and turnover costs
- Support during workforce change events like reductions in force and employee restructuring
- Fewer workplace accidents
- Reduced possibility of workplace violence
- Support for emergency and disaster preparedness
- Facilitation of timely, safe, and effective short-term employee return-to-work and absence extensions
Job stress costs U.S. businesses up to $190 billion annually due to absenteeism; employee turnover; diminished productivity; workplace violence; and direct medical, legal, and insurance expenses. Mitigating those costs by implementing an EAP at your organization can save your company thousands of dollars a year.
Calculating the return on investment (ROI) of implementing an EAP should not only include hard dollar costs but also these hidden costs that can have a definite impact on your company’s bottom line:
- Measurable Benefits – These are outcomes of using an EAP and include decreased long-term sickness and absence, grievance procedures, and staff turnover.
- Visible but Unquantifiable Benefits – These are benefits that result from working with an EAP and include performance improvement, positive impacts of solving problems, and time savings for employees dealing with various issues.
- Invisible Benefits – These include motivation, increased morale, and improved reputation or image of your company’s brand.
Implementing Your Employee Assistance Program
Evaluating multiple EAP providers is key in determining which company will be a good fit for your business’s culture. For example, do you prefer a local provider with 24/7 availability or is a toll-free phone-based provider a better option?
Once you’ve decided which provider to work with, it’s important to inform your employees about the EAP services available to them. You can use via multiple communications channels such as email, direct mail to their homes, and posters or table tents placed in the business and break rooms.
Evaluating Your Employee Assistance Program
It’s essential to evaluate your provider’s procedures, systems, and outcomes on a continual basis to ensure your business and your employees are benefiting from the service. You should assess whether calls are handled in a timely manner and if crisis cases are appropriately prioritized. Ensure that your company’s needs are being met by the program and determine if there are additional services you require. Also, make sure that your provider is sending timely reports and surveying users to help determine the efficacy of the program.
An employee assistance program can be an enormous asset to your company, improving employee engagement and retention, and ultimately, benefitting your company’s bottom line.
Employee Assistance Network has been helping companies and government organizations across Western North Carolina and Eastern Tennessee for more than 30 years. We are a recognized leading provider of Employee Assistance Programs, managed behavioral healthcare services and work-related training and education programs. For more information or to download our overview brochure please visit www.eannc.com.