Customers will never love a company until the employees love it first. -Simon Sinek
‘Sam is absent today!’
‘He’s sick, sounded a bit stressed too.’
Stress isn’t just costing employees but also employers. The study also revealed that stress led to violence, increased insurance costs, diminished productivity, and even accidents in some cases.
However, a simple assistance program can ease a lot for employees and employers both.
It is an employee benefit program that involves
The employee’s health insurance remains untouched, and this simply means that the program doesn’t cost employees anything.
Employee assistance program providers hold a network of experienced professionals who helps in mental well-being, substance abuse, and more.
You can contract with an EAP provider in different ways, but that’s for later. Let’s understand why you need it in the first place.
Bensinger, DuPont & Associates surveyed 24000 employees and found that personal issues impact employee’s work performance.
The report suggested;
However, employee replacement isn’t the solution. An employer’s annual earning can reduce by 50% in doing so.
So, what should you do as an employer?
The solution is EAP.
70.2% of participants admit in a CuraLinc’s study that their productivity shifted from lower to moderate or moderate to higher after using EAP.
Apart from improving productivity, EAPs can;
Here’s what else it covers.
The EAP programs have evolved in the past few years and now assist the employees in more than substance abuse. EAP counselling is no longer limited to employees and has also become available for their families.
Here is the benefits EAP providers cover:
Employers can contract with EAPs in many ways. Some common types of EAP programs are listed below.
However, Internal programs don’t get appreciated among the employees as external do. The reason is that the employees are hesitant to use EAPs because of privacy.
The EAP’s services can be customized as per the demands of the employer. And the customization has a massive role in the involved cost, the small companies with more services tend to cost more.
Generally, an EAP program can cost you as low as $10 per employee, depending upon the services offered, location, and strength of the company.
Here are the delivery models that vary your costs.
Fixed-fee Contracts: The model includes per employee cost irrespective of how many employees use its services. The employee assistance program providers also offer assessments, counselling, and educational programs with this model.
Fee-for-Service Contracts: EAP providers and employer contracts directly, and the employer pays when an employee uses the services.
Consortia: Several small employers join together and contract with an EAP provider. The model helps in reducing the cost per employee.
The aim of setting up an EAP program is to experience higher employee engagement, which will ultimately lead to more productivity in an agency.
However, the results depend upon the factors that you consider (listed below) while setting up an EAP.
Researching the needs will help you in optimizing cost without losing EAP’s effectiveness.
Many companies use internal assessments and surveys and collect the data to identify their employees' needs.
For example; You can identify the average age range of your workforce and choose the services they need from collected data.
Married employees will be more likely to use marriage counselling services, and new parents will prefer child care services.
After identifying the required services, choose an EAP provider that’ll help you meet perfection.
Ask your competitors (with similar workforce) and include their recommendations to create a list of employee assistance program providers.
Now, filter the options that you’ve collected, and choose a qualified EAP based on the points listed below.
Don’t forget to check the EAP providers’ list we have compiled for you in the end.
The employees might not start using EAP for two reasons;
Julie Krause, Benefits Manager - U.S. Wellness at Microsoft, mentioned once that they launched a campaign (It’s OK Not to Be OK) in May 2018. The move opened the conversation about mental health and encouraged employees to use EAP resources.
Here’s what you can do;
EAP’s set up also involves a few legal issues; the considerations can save you a lot.
Because EAP programs work closely with the employees, risks related legal issues are always involved.
A paramedic sued his employer by alleging that his employment terminated because of his employer's discrimination;
(i) against his mental illness and
(ii) against his male gender
Meanwhile, the plaintiff's termination occurred because he sexually harassed her co-worker; a female nurse.
Thus, here’s what you need to be cautioned about.
Usually, EAP doesn’t share an employee’s confidential information without their consent. The exception occurs when an employer receives an end report about the services provided for the types of problems.
The employer must not publicize the information as the breach of confidentiality invites hefty compensation. The action can also cost an employee’s reputation that may destroy his future.
An EAP referral must occur with the employee’s consent, i.e. it needs to be voluntary. And when an employer mandates the referral, because of the employee’s illness, it’s termed as a mandatory referral.
In this case,
The success of the EAP program gets shared between employee and employer.
Besides, the factors that support success are listed below.
The success speaks with these two factors that management handles.
Active employee participation and higher ROI indicate more success. The program’s ROI can be measured by the key performance indicators listed below.
Here’s what you need to do;
Create a record of the employees that used the EAP program. Track employee engagement using reduced absenteeism, accidents at the workplace, employee’s productivity, etc., under a specific time. Note the difference and compile the results at the end.
You can even appoint an in-house manager for it.
Here, we have listed some EAP providers that have the highest reviews (listed more than ten) and a rating above 3.5
In the end, you cannot tell that your employees are stressed until their performance reflects.
Encouraging your employees to discuss their issues is the most challenging task for an employer. That’s why choosing a suitable EAP matter.
Select EAPs testimonials and reviews as deciding factors because they’ll be helping the drivers of the firm.