Helping Employees Overcome Personal Challenges with EAPs
When personal problems become acute, it is not always possible for employees to leave their troubles at the door when they arrive at work. Marital or other family problems, the death of a family member, depression, financial worries, substance abuse issues, or high levels of work-related stress can often interfere with an employee’s ability to perform effectively on the job. Recognizing that otherwise committed and productive employees can often overcome these problems with some professional help, a growing number of companies are adding employee assistance programs (EAPs) to their benefit packages.
Without replacing the medical benefits provided by health plans, EAPs offer confidential access to a range of services designed to help people cope with problems associated with a variety of mental and physical health conditions. EAP vendors generally provide their business clients with quick and easy access to counseling services for a set, per-employee monthly fee. After contracting with an EAP provider, employers pass on to their employees a free, confidential hotline number they can call to talk to a professional counselor. The counselor will assist the caller in developing a plan for coping with the problem, which may include obtaining additional services, such as psychiatric or legal assistance, smoking cessation or weight loss programs, financial advice, or substance abuse therapy.
Many EAPs have psychologists on staff who are available to meet with employees in person to discuss their concerns in greater depth, or instructors who are available to travel to the workplace to conduct group training sessions on issues such as stress management or weight control. Some EAPs also offer employees assistance in sourcing emergency back-up care for children or elderly family members, or in making permanent childcare or eldercare arrangements.
Compared with other types of benefits, EAPs are relatively inexpensive to provide. Most EAP vendors allow employers to select the types and level of services best suited to the particular needs of their workforce. When weighing the options, employers should check that the EAP vendor employs licensed, professional counselors. The firm should also be capable of delivering the services needed within the local area and in a timely manner. Once an EAP provider has been selected, informational materials about the program should be distributed to all managers and employees, and a representative of the EAP provider may be invited to conduct an orientation session with employees explaining in greater detail how the program works.
While an estimated two-thirds of all U.S. employers -- including nearly all large employers -- offer access to EAPs, many smaller companies have yet to sign on for EAP services. Yet, confidential support services are useful for employees of companies of all sizes. When managers notice that an employee is struggling, recommending that the employee call the EAP hotline can be preferable to disciplining or even firing an otherwise valuable member of the workforce for inattention or poor performance. With just a little extra help, many people can face their challenges and get back on track in managing their work, and their lives.
