Hip to the fact that stress is the second most common cause of work-related illness — and that when it becomes excessive, it can be distracting, demotivating and even dangerous — an increasing number of companies are taking a strategic approach to stress management.
They’re making it their business to help their employees balance the stresses of daily life and work.
The move to round out employee benefits packages, with offerings ranging from courses in time management to stress management workshops and professional counseling services, engenders a healthier workplace environment and a healthier bottom line, says Richard DeLuca, executive director for Tri-County Employee Assistance Program (EAP).
DeLuca says that by providing an EAP, the management of a company shows its concern for employees and their families. The work force, in turn, benefits because employees have the opportunity to go to a confidential source to resolve issues that may be affecting their life and work, says Miriam Keresman, Ph.D., a professional clinical counselor and a marriage and family therapist for Tri-County EAP.
Established in 1980, Tri-County is a nonprofit agency that provides counseling and educational services for the employees and families of many leading companies in several counties.
Summa Health System is one company that contracts with Tri-County to benefit its 4,200 employees — from cafeteria workers to the CEO — and their families. Kyle Klawitter, Summa’s administrative director of human resources, says Summa signed on with Tri-County in 1982 for several reasons — all of which make it easier for everyone to do their jobs.
“From an HR perspective, frequently we have issues personal in nature that are affecting an individual’s ability to do their job. An EAP gives employees the opportunity to talk with a professional counselor who is better equipped to address those personal problems outside the workplace,” she says.
Klawitter remarks that managers are typically not qualified to address an employee’s personal issues — such as marital concerns, problems dealing with a child and depression — nor should they have to involve themselves in those matters.
Apparently, Summa’s managers agree. Klawitter says that last year, 200 managers were surveyed to gauge their satisfaction with Summa’s employee benefits, and 95 percent expressed a high approval rating of the effectiveness of the EAP.
DeLuca says that although the names of employees who are counseled are never released to employers, the agency does provide statistical reports that reflect how many individuals are using the EAP and the generic topics they’re counseled about.
“That’s so we can track if the benefit is being utilized by our employees and their families, and if it isn’t, we need to better market it so employees are aware of this benefit,” says Klawitter.
DeLuca says that in addition to outpatient counseling for almost every issue that affects anyone, the EAP conducts wellness programs and educational workshops in the workplace. Frequent requests are sessions dealing with stress management, organizational change, sexual harassment awareness and violence in the workplace.
The EAP also trains managers and supervisors how to identify and appropriately refer troubled employees for counseling services. In-service training helps individuals quickly recognize the signs and symptoms of alcohol and drug abuse.
“By early identification, we’re able to provide early treatment,” DeLuca says, noting that Tri-County participates in the Bureau of Workers’ Compensation Drug-Free Workplace program. “Through early intervention, employers are able to receive discounts on workers’ comp claims. It also reduces the impact or physical danger to other employees who might be affected because of someone who’s under the influence and isn’t paying attention to what they’re doing.”
Critical Incident Stress Debriefing is also provided by the EAP. Whenever there’s a critical incident, such as an accident, death, robbery or emotional crisis, counselors go on site to ease the situation and help those involved work through their emotions.
Keresman, who also teaches grief counseling courses at The University of Akron, says she and her colleagues have counseled employees of a local bank who were held hostage during a robbery, and the co-workers of an employee who committed suicide in the workplace.
DeLuca cites a crisis incident that occurred on a major highway when a flagger was struck and killed by a crane.
“Within two hours, we were on the accident site, working with people who witnessed it, and the next day we worked with all the other individuals who were affected by it,” he says.
Tri-County was also summoned to a local school when an esteemed teacher announced to the faculty and students that he was terminally ill.
“It happened in the morning and it caused a total uproar. By that afternoon, we were there working with everyone,” says DeLuca.
Rosalie Dennis, human resources director for Hudson City School District, says the school system signed on with Tri-County five years ago to make the EAP available to staff members in each of the district’s six schools.
“We felt there was a need to have a system to help employees resolve problems in an effective and confidential manner,” she says. “They’ve also helped us with some group counseling activities, such as when there’s been an illness or a death on the staff that was traumatic.”
And after a teacher’s strike in 1997, the school district summoned Tri-County to come on-site and conduct post-stress syndrome counseling with staff members to help them deal with their emotions — a gesture that conveyed the school system’s concern for the well-being of its employees.
“We are a team, we just have difficulties sometimes. So we call on the EAP and they’re here for us whenever we need them,” she says.
Keresman says that by providing an EAP, companies aren’t just contributing to the behavioral health of employees and their families. The company benefits from reduced absenteeism rates, fewer accidents, greater productivity, higher morale and less turnover.
As DeLuca puts it, “People bring their problems into the workplace because they’re not able to separate the stress in their lives into handy little compartments. Our job is to provide employees the opportunity to deal with their problems both inside and outside the workplace.”
Klawitter says the EAP is only one of many benefits Summa makes available to its employees to help them balance the stresses of daily life and work.
“It’s important for any company to provide a package of benefits to help their employees deal with stress and manage their lives, because that affects how well they do their jobs,” she says.
How to reach: Tri-County Employee Assistance Program, (330) 762-7908