The people who work for you are valuable. They’re integral to your company’s success. But what happens when they’re struggling in their personal lives? This can have many effects, from increasing absences and turnover to decreasing productivity. That’s why companies have started implementing Employee Assistance Programmes (EAPs).
An EAP is a workplace program designed to assist employees with personal problems that might affect their work performance, health, and well-being. The goal of an EAP is to promote employee wellness through early intervention and by providing support and resources. An EAP provides confidential counseling and referral services that help employees manage personal problems before interfering with work performance. EAPs are available 24/7, 365 days a year, with no limit on the number of times an employee can access the service.
Services provided by the EAP include:
Counseling: face-to-face or over the phone!
Referral services: referrals to local counselors or community resources!
Managerial support: guidance on managing difficult situations at work!
Legal advice: legal advice on employment law, debt management, and more. Employee Assistance Programmes (EAP) are a standard component of many occupational health and safety programs. They provide a range of services for employees.
EAPs exist in several forms with different objectives, but the common purpose is to support employees having difficulties at work, either personal or work-related. Most EAPs are available 24 hours a day, 365 days a year. In most cases, the employee contacts the service; the employer does not have access to personal information unless the employee gives permission. An EAP aims to help employees resolve problems that might adversely affect their well-being or job performance. Although helping employees cope with alcohol and drug abuse is one of its primary purposes, it may also assist in marital relationships, family crises, and financial problems.
Employee Assistance Programmes (EAPs) are popular workplace interventions, but the literature on their effectiveness is inconclusive. This is the first meta-analysis to examine their effectiveness. We searched six databases and found 24 relevant studies: 21 on stress management EAPs and three on alcohol problems. The mean effect size was h = 0.49 (95% CI = 0.36-0.63).
This effect size was larger for stress management interventions (h = 0.51) than for alcohol interventions (h = 0.34). Effect sizes were significantly larger when EAPs were compared with a wait-list control group than with an alternative treatment group or usual care group. They were significantly larger when a psychologist delivered the stress management intervention than when it was not. These findings suggest that EAPs, particularly stress management interventions led by psychologists, can have a moderate, positive impact on employee well-being and productivity.
Whether you’re a first-time manager or looking to refresh your skills, here are a few things to consider regarding employee assistance. It’s important to remember that this is not a ‘one size fits all solution. There are many ways that you can adapt these ideas to suit the needs and culture of your organization. Whether you’re a first-time manager or looking to refresh your skills, here are a few things to consider regarding employee assistance.
Also Read: All You Need to know about Digital Wellness
1. Be a Team Player: A team player is inclusive and makes sure everyone has a voice and feels heard. When you’re in the office, your main goal is to ensure the work gets done. This can be hard when you have a group of people who haven’t worked together in the past, but being open to different ideas and opinions will help everyone get along and work better as a team.
2. Encourage Participation: Encouraging participation means that everyone feels like they’re part of something bigger than themselves, which builds trust between employees and managers alike! When you encourage people to contribute their ideas without fear of judgment or criticism from others, they will feel more comfortable speaking up about issues or concerns they may have about how things are going at work—which ultimately helps with productivity levels because people aren’t afraid to give feedback on what could be improved upon as well as praise for what’s going well too!
3. Give Feedback: Giving feedback means that employees
4. START WITH A JOKE: Why did the manager cross the road? Because his employees said, they could do it better.
5. DON’T BE MEAN!: It’s easy to snap at an employee, but try not to take out your anger on them. Doing so will only make them feel unappreciated and less motivated to get things done for you.
6. BE CLEAR ABOUT WHAT YOU WANT AND HOW TO GET THERE: If an employee doesn’t understand what is expected of them, they won’t be able to do their job effectively. Make sure everyone knows what needs to happen for success!
7. REWARD GOOD WORK AND RESULTS WITH PRAISE OR RECOGNITION: The best way for employees to know that their hard work has paid off? Praise! Even small gestures like thanking someone publicly or giving