How can an employer take advantage of an EAP?
In addition to services to individual employees, EAPs provide a wide range of organization support services, including:
- Human resources consultation in dealing with a difficult employee situation
- Assistance in getting an employee to the EAP whether it is for personal reasons or due to job performance issues
- Executive consulting and coaching
- Supervisor and employee communications, including newsletters, Web sites and presentations aimed at supporting wellness and productivity
- Working with leave managers to support successful return to work
- Linking the EAP to wellness, engagement and other company-specific priority initiatives
Additionally, the EAP is there to help deal with out-of-the-ordinary, traumatic events at work like the death of a long-term employee, the impact of a natural disaster or an accident. The goal in all services is to support the resiliency of the individual, the group and the organization and to support effective problem-solving at all levels. In this way the EAP is part of a healthy organization strategy supporting a healthy bottom line.
What is an example of a new kind of problem that EAPs have to deal with?
One example relates to stress. As the pace of work increases, workers’ stress also increases. One way this shows up is in work groups not pulling together, being disrespectful toward each other, forming cliques or factions and becoming inefficient on the job. It’s a common scenario in today’s workplace and one EAPs work with regularly.
An EAP professional can examine what’s fueling the unrest and support the manager, HR and any other leaders who need to be involved in developing a plan to address the situation. Perhaps the manager will need to change management style. Or, it could be one or more employees would need to be referred to the EAP. Training may become part of the process. Because an EAP understands the culture of a company as well as the needs of the individual employees, it can be an active part of developing the problem resolution strategy.
A second example involves layoffs. When a layoff occurs, an EAP can support employees who are leaving the company, as well as those who are staying and may be feeling guilty. It can also help managers to maintain calm and keep staffs productive through the turnover.
SANDRA CAFFO is the senior director of LifeSolutions, which is part of the UPMC Insurance Services Division. Reach her at (412) 454-2227 or [email protected].
