5 ways to build a strategic partnership with your EAP and boost employee use

Three years after the start of the pandemic, employees are more stressed than ever, according to the latest Gallup workplace report, and many employers continue to grapple with the challenges and stigma of workplace mental health at a time when employees are making their wellbeing and work-life balance a priority.

As part of a whole-person approach, partnering with a provider of employee assistance programs (EAPs) is an effective way to offer a range of confidential counseling services, education and other resources to help employees manage mental health issues and other professional and personal challenges that impact engagement, productivity, retention and business performance.

While most employers already offer an EAP, employee use remains low. Part of the reason is that historically, EAPs were thought of as a resource for employees dealing with substance abuse issues and the stigma persists. Another barrier is lack of awareness and access. About 30% of U.S. workers don’t know how to access their company EAP and only 43% say their employer provides easily accessible mental health services, according to a Gallup wellbeing survey.

For human resources and benefits leaders looking to change perceptions and boost utilization of this valuable resource, consider these 5 steps:

1. Ask your employees what services are important A good place to start is to survey your employees to find out what health and wellness issues and challenges are most important to them. Survey data and feedback helps pave the way for a more efficient and successful search for an EAP that employees will actually use. Surveys can be anonymous and supplemented with one-on-one conversations and group discussions between managers and team members.
2. All EAPs are not created equal Choosing an EAP is not a check-the-box task. Too often, an HR professional may purchase a group life or disability policy for employees and learn, almost as an afterthought, that the insurance company tossed in an EAP. The insurance company may provide a poster to promote the EAP, and that’s where the relationship between the EAP and HR professional begins and ends. Human Resources should consider looking for a more robust EAP that can support today’s workforce by offering training sessions, orientations and more, in addition to just the traditional EAP services.

The right EAP for your organization should align with your health and wellness strategy, budget and specific challenges of your employees. When choosing an EAP provider, learn about their professional staff. Do they take time to understand your work culture and workforce? Are they proactive in addressing a wide range of workplace issues? Do they offer 24/7 access, video-based counseling and coaching, and personalized tools and services that matter most to your employees?

3. Get senior leadership’s support CEOs who make their own health a priority, are open about their own stress and mental health challenges and believe in investing in employee wellness can have a tremendous impact in building trust and a psychologically safe workplace where employees feel comfortable asking for help.

And there is data on the return on investment (ROI) on EAPs that should make senior leaders happy. A 2020 study found that ROI for U.S. employers ranged from 3:1 for small-size employers; 5:1 for medium size employers; and 9:1 for large-size employers. Cost savings ranged from about $2,000 to $3,500 per employee using the EAP.

Additionally, EAP utilization can reduce stress, burnout, absenteeism and turnover, improve job satisfaction and productivity and lower overall medical and behavioral health spending.

4. Continually promote and educate Of course, the ROI and benefits can only be realized if employees are motivated to use their EAP. Your EAP provider should be eager to partner with you to promote different services and engage employees in the following ways:

• Training: Many EAPs offer training on a wide range of topics, from reducing stress, managing finances to caring for the caregiver. Whether it’s training, webinars or video sessions — whatever your approach — invite your EAP provider to regularly speak to your employees on relevant topics. These group events serve to highlight the different services available and break down preconceived notions of what an EAP offers.
• Newsletter and other communications: If your EAP provider publishes a newsletter, blog, fliers, videos or other online materials, share these resources with all employees, along with reminders of how to access the tools and services.
• Involve your managers: Ensure your managers are up to date on the EAP resources available. Encourage them to schedule regular check-ins with their team members. These are opportunities for managers to spot signs that someone may be struggling with an issue and needs help and support in getting assistance.
• Use technology: Today, many EAPs have an app in conjunction with their traditional services. This app may offer meditation programs, exercises, personalized feedback and previously recorded webinars among other services that employees can access at their convenience.
• Communicate, communicate, communicate! Find an opportunity each month to promote the EAP and reinforce its confidentiality. Elevate the conversation with timely topics that tie into what’s going on inside and outside of your organization. The open enrollment period is another good time to raise awareness of your EAP.

5. Review quarterly Review your EAP quarterly to ensure utilization. Sharing EAP usage data with the CEO and leadership team helps to build support for long-term health and wellbeing initiatives that are linked to organizational goals and bottom line.

Related: EAPs: Not just a therapist in the workplace

In today’s evolving world of work, it takes a flexible, holistic approach to address employee stress and mental health. Investing in employee wellness programs and partnering with an EAP provider who can tailor services to your workforce demonstrates a commitment to destigmatize mental health challenges and creates a psychologically safe work culture in which individuals and organizations can thrive.

Maggie Smith, PHR, SHRM-CP, is senior vice president of human resources at Traliant.