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How Do We Convince Execs That an EAP Is Needed?

We have put lots of thought into developing a good framework and broad operational standards for a new employee-assistance program. This approach to “people management” is new to our executives. What can we do to convince top brass to let us launch the program globally? —People Who Need People, Counsel Us on EAPs, learning and development director, finance/insurance/real estate, Kuala Lumpur
May 15, 2012
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Related Topics: Employee Assistance Programs, Dear Workforce
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Dear People Who Need People:

Because the causes of employee stress are fairly universal regardless of their geographic region, an employee assistance program is an easy benefit to globalize.

To convince C-level execs to embrace and fund the program, it's helpful to present key data points on how EAPs affect an organization's bottom line.

  • Productivity: Employees who have used an EAP had a 24.4 percent improvement in productivity and 52.3 percent reduction in stress, shows the 2008 Work-Life Outcomes Report by ComPsych. Employees who have used the work-life services of an EAP report saving an average of 10 hours of work time that otherwise would have been used to research care-giving, financial and legal issues.
  • Absenteeism: Employees who have used an EAP had a 24.2 percent reduction in time off due to their issue.
  •  Retention: Employers who use an EAP as part of their manager referral process (dealing with disciplinary and performance issues) are able to substantially decrease turnover.

On the qualitative side, an EAP serves to boost effectiveness and decrease risk through:

  • Manager training, HR consulting and employee courses on topics such as stress management, coping with change and time management.
  • Helping employees cope with trauma, such as workplace violence, employee deaths or natural disasters. Organizations, particularly those with a widely dispersed, global workforce, need an EAP when dealing with crises.

Since you are launching a global EAP, there are other vendor considerations to discuss with your management team:

choosing an EAP vendor that helps you builds a strong business case. Ask your vendor for assistance in anticipating, and answering, the questions your top execs are likely to ask.

SOURCE: ComPsych Corp., Chicago

LEARN MORE: EAPs are evolving to offer more services, although only about 3 percent of employees have historically taken advantage of the programs.

The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

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 The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

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