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 opm.gov, including EAP services in benefits programs 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
• Reduction in workplace absenteeism
• Reduction in healthcare costs related to depression, stress, and other psychological problems
• Reduction in employee replacement and turnover costs
• Support during workforce change events like reductions in force and employee restructuring
• Reduction in workplace accidents
• Reduction in the possibility of workplace violence
• Support for emergency and disaster preparedness
• Facilitation of timely, safe, and effective short-term employee return-to-work and absence extensionsJob 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 fees. Mitigating those costs by implementing an EAP at your organization can save you thousands of dollars a year. Calculating the return on investment (ROI) of implementing an EAP should not only include hard dollar costs; you should also consider these hidden costs that have an impact on your 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  It’s important 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.
• Evaluating Your Employee Assistance Program
• Once you’ve decided which provider to work with, it’s critical to inform your employees about the EAP services available to them. You can use multiple communications channels such as email, direct mail to their homes, and posters or table tents placed in the business and break rooms.
• Evaluating multiple EAP providers is key to 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?

If 2019 is the year you decide to propose partnering with an EAP to your company, contact us today. We’d be delighted to discuss how EANNC can serve your company’s needs.

 

Employees across five different generations are making valuable contributions in today’s business world, but each generation comes to work with a different set of preferences for learning and coaching. Because receiving feedback and seeing a path to career growth are key factors in determining employee satisfaction, it’s imperative that HR professionals know how to navigate the needs of their employees regardless of their age.

 

Multigenerational employees include:

• Traditionalists—born before 1946
• Baby Boomers—born between 1946 and 1964
• Generation X—born between 1965 and 1976
• Generation Y, or Millennials—born between 1977 and 1997
• Generation Z—born after 1997

 

Following are some of the differences among the generations and how they affect management dynamics.

 

Feedback and coaching

 

As times have changed, so has the way employees wish to have their performance reviewed. For Traditionalists, no news is seen as good news. They tend not to expect feedback so long as things are going well.

 

Baby Boomers, on the other hand, expect to receive their performance feedback via a formal review conducted once a year, with lots of documentation to back it up. As a result, Baby Boomer managers often tend to withhold feedback until review time because they didn’t receive much from the Traditionalists during the formative years of their careers.

 

This can turn into a sticky situation as Boomers manage reports from younger generations — Generation X, Millennials, and Generation Z — who desire a much greater level of feedback on their performance.

 

These groups of workers have some commonalities as they are hungry to know where they stand, and they periodically will seek out their managers to ask with an approach that might be described as, “Sorry to interrupt, but how am I doing?” With Millennials, the bar is far higher. Nine of 10 of these newer members of the workforce expect feedback at least once a day.

 

According to a study conducted by staffing firm Randstadt, perhaps surprisingly, more than half (51%) of Gen Z employees prefer in-person communication with their managers, rather than communication via email (16%) or instant message (11%).

 

Because of these generational differences in styles, it’s important to have clear policies and procedures in place on a corporate level so all employees understand what is expected of them and how and when they will be evaluated. Job descriptions and performance review forms and practices should be standardized, and HR leaders must proactively coach managers to help them adapt to their direct reports’ various preferences.

 

Career development and learning

The generation gap is also evident in how today’s workforce thinks about professional development and continuing education. The ability to visualize a strong career path into the future is a key indicator of whether an employee will stay with an organization or seek more opportunity elsewhere.

 

Traditionalists tend not to prioritize formalized training to learn new skills or job roles; they’re more in tune with learning on their own as they go. Thus, they might not be quick to offer such training to direct reports. Traditional thinking is, “I learned the hard way, and so will you.”

 

The Boomers’ thought process is very different but can also lead to a lack of training for their employees. The Boomer generation was raised to believe in lifetime employment with one organization, so they see training less experienced colleagues as potentially risky — train them too much, and they might leave for what they determine are greener pastures.

 

This way of thinking is in direct opposition to Gen Xers, who have been shown to stay longer at companies where they’re provided more opportunities to learn.

 

For Millennials, continuous learning is a way of life. Having grown up during uncertain financial times, they’ve seen how economic downturns can dramatically affect employees. Instead of looking for lifetime employment, they’re looking for lifetime employability. Changing jobs is their expectation, so they’re most satisfied when they can improve their résumés and stay marketable.

 

Much like Millennials, Gen Z workers appreciate a good work-life balance and have the expectation that their employers will provide them with learning and development opportunities. While Millennials are comfortable with a structured program, Gen Z prefers to create their own pathway.

 

Employee Assistance Network of North Carolina provides employee assistance programs and risk management solutions to companies. Our commitment to excellence is founded on the belief that active partnership with our client companies and delivering face-to-face services produces the best results. For more information please visit www.eannc.com.