Taking an employee-first approach to driving EAP engagement

Employee assistance programs (EAPs) are widely regarded as valuable resources that benefit both employees and employers by promoting mental health, improving productivity and reducing workplace conflict while they enhance overall employee satisfaction and well-being. 

Yet despite their ongoing popularity with employers and demand for such resources from employees — 97% of U.S. organizations with over 5,000 employees offer EAPs,  and 92% of employees say they would only stay at a company that offers well-being tools — this lack of engagement is a sign that we need to apply fresh thinking around how we build EAPs that effectively meet employees where they are. 

Education is key to adoption

When it comes to driving EAP usage, launching a program is only the first step needed to drive program adoption. While a high majority of U.S. employees believe that mental healthcare coverage is a key element to building a positive workplace culture, it or where they could access available resources. 

The root causes of these issues range from access challenges (53% of employees report having problems accessing EAPs) and lack of employee awareness to motivation and financial concerns. This reality should send a strong signal to employers that driving utilization isn't simply about offering EAPs, but rather that active promotion and facilitation of usage is critical to the longitudinal success of the effort.

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Initiatives to consider include but not limited to: 

• Introducing the organization's EAP offering during the employee onboarding/orientation process
• Ensuring that EAP materials can be easily accessed on the employer's intranet 
• Offering frequent training sessions and access to informational materials that explain the purpose and advantages of EAPs
• Educating key stakeholders who can serve as EAP ambassadors with their respective teams 
• Promoting resources frequently via email communications, newsletters and company town halls 

Creating programs that address whole person health

Employees who are mentally, emotionally, physically and socially healthy are more likely to be engaged, productive, and present at work. Traditionally, EAPs have focused primarily on mental health support, but as employee needs evolve, so should employerEAP offerings. This starts with empowering employees with tools for managing stress, preventing burnout, and maintaining a healthy work-life balance as well as the means to access services that offer financial guidance, legal assistance, life coaching and resources for childcare and eldercare. 

By taking an employee-first approach to broadening the scope of their EAPs and tailoring services to meet individual needs, organizations will be more effective in connecting employees with assistance unique to their own unique situations, leading to a more resilient workforce.

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The business case for enhanced EAPs

EAPs are well known for providing support for employees dealing with personal, emotional or work-related issues. By empowering them with resources to address these challenges, employers can help workers stay healthy, both mentally and physically, which can have a positive impact on healthcare costs and minimize absenteeism due to stress, mental health concerns or family issues.

By providing employees with resources to handle these personal and professional challenges, EAPs also help boost morale, focus, and engagement at work. Employees who have access to counseling and support are more likely to be productive and ultimately perform better in their roles. Studies indicate that companies see a return on investment for EAPs ranging from $3 to $10 for every dollar spent. In addition, companies that prioritize employee well-being experience higher retention rates.

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Rethinking the traditional EAP model

Recognizing the need for EAPs that are more comprehensive and user-friendly is a critical first step when it comes to building program offerings that truly meet the evolving needs of today's workforce, which is key to driving engagement. This includes offering: 

• Immediate support: Crisis engagement centers ensure that employees have access to live support whenever they need it.
• Diverse counseling options: Options to choose from in-person, virtual or telephonic sessions which offer them more flexibility and convenience.
• Comprehensive resources: Legal and financial consultations, life coaching and work-life resources to assist with challenges ranging from childcare and eldercare.
• Managerial support: Tools and consultations that support managers in their role should also be considered. 
  

EAP programs are about creating a culture where employees feel valued and supported wherever they are in life. Employers that invest in these initiatives will see returns not only in employee engagement but also in productivity and retention. By looking at current EAP offerings through a new lens and adding layers of services that truly speak to an employee's unique needs, employers will not only be well-positioned to support their whole-person well-being but also strengthen the future of their organization.