Individualization to supporting Employee Wellbeing is the New EAP
The old EAP model – One size fits all
While many organizations offer Employee Assistance Programs, it is perceived as a “check off” box – undervalued and misunderstood on the full impact on their employees and organization.
EAPs were created for assisting “troubled” employees BEFORE their issues impacted job performance. Unfortunately, this unwelcoming and outdated method of an EAP hindered awareness and utilization of its services, forcing employees to tend to their problems privately.
Under this model, many mental health concerns may go unnoticed. This is because the model asks that the employee do four challenging tasks. Recognize their issue as one that can be addressed; have the motivation to take action; know their resource for assistance, and access it via a channel that works for them. A tall order. Especially for someone under a good deal of stress or turmoil. This often leads to untreated mental health issues, taking a toll on work performance and rising healthcare costs. In addition, fear of being stigmatized, not wanting negative attention, and a lack of support from their leaders contribute to the failure of employees seeking the help they need, sometimes with catastrophic results.
The new EAP model – individualization
Between the rise of the fast-paced lifestyle (thanks to social media, online shopping, and technology), combined with the most recent events: the ongoing pandemic, civil unrest, election controversy, the Great Resignation, international conflicts, and other contributing factors, the world has experienced a dramatic cultural shift. The world (and all its myriad problems) seems to be right at our fingertips, the way we communicate has changed, and our minds are grappling to keep up with such rapid change.
More and more, HR professionals are looking at how they can individualize the employee experience. So why not take the same approach for an employee’s wellbeing?
When approaching employee wellbeing, it is critical to consider the demographics of your employees. What works for one might not be fit for another. Just as diversity in the workplace should be celebrated, inclusivity is paramount in creating a strategic mental health solution. After all, what’s the point if it is not accessible to everyone?
The individualized approach to mental health care can be divided into three categories to get a sense of what can be offered to your employees through each channel.
- Counseling and mental health support
- Local in-person counseling
- Telemental health options
- On-site counseling
- Support-based mobile apps
- Immediate access to a counselor without appointments
- Digital cognitive-based therapy
- Health and mental health coaching
- Options via phone, in-person, or virtual
- Management and employee training, consisting of:
- Mental health awareness
- Suicide prevention/awareness
- Wellbeing visits, in-person or virtual
- Peer support programs
The two factors in making an individualized approach successful are first knowing your audience and tailoring it to meet their needs. Second, offering solutions with ease and convenience or the way your employees would feel comfortable using them.
Wellbeing and Mental Health — A Call to Action
Now is the perfect time to make a strategic shift in your work culture to enhance employee wellbeing. Our society has come a long way in making mental health a priority in our personal lives and our work lives. What was once taboo is now front and center in the human experience. The events leading to a cultural shift are more than just a phenomenon of its time; it’s a demand for change from hardworking individuals – the true people behind the business.
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