| Reprinted, by Amy Dufrane, Ed.D., SPHR, CAE – HRCI CEO |
| Workforce mental health remains at the forefront of HR’s priorities. According to research from Unum, 85% of employers cited concerns over employees’ mental health and wellness — a concern shared by 60% of employees themselves. Employee assistance programs (EAPs) can fill gaps in access to mental health services. Although EAPs have historically been underused, the climate is right for adding and promoting these value-adding benefits at your organization. Here are three ways to evaluate your company’s EAP this week. Audit your current EAP services. If you already have an EAP, evaluate the current services offered. Have they added new programs since COVID? Which services would be most helpful for your workforce? If you do not have an EAP plan, check in with your benefits broker to see what options may be available within your budget. Communicate your program’s benefits to employees. While many employers offer an EAP, research shows that workers are often unaware of these benefits. Select one of your program’s services, such as finding a counselor, and highlight it in your employee portal or newsletter. Include steps to access the benefit. Measure EAP engagement. Review your EAP’s utilization rates from the past year. Did use go up during COVID? If not, what might be preventing employees from using it? Brainstorm ideas for communicating and promoting EAP benefits to improve engagement. |
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