Is your EAP service a waste of money?

EAP (employee assistance programmes) have traditionally been used by organisations to provide a basic level of support to employees in the form of;

  • Financial advice
  • Child and eldercare information services
  • Legal advice
  • Information on workplace issues
  • Short term counselling services

The average cost of an EAP service, according to the Employee Assistance Programme market watch, is around £14 per employee per year. If, for example, you are an organisation employing 250 people, the annual cost of the EAP service would be £3,500 per year.

This may not seem an excessive financial cost in the grand scheme of things. However, what return on investment (ROI) does that £3,500 actually provide to your organisation?

An EAP service is traditionally a reactionary service. The service provides help and assistance to employees who use the service in the form of telephone counselling or information.

Part of the success of the EAP being based on how many employees interact with the service and actually pick up the phone.

Whilst it may be viewed by many as an employee benefit, is it really giving your employee’s what they need, particularly on the health and wellbeing front?

In order to establish how your EAP service is giving tangible ROI in the field of health and wellbeing, pause for a moment and consider the following.

Does your EAP provider help your organisation to;

  • Reduce the cost of absence by providing employees with proactive training and resources on how to build emotional, physical and mental resilience and wellbeing?
  • Reduce absence figures overall by providing consistent advice and training to employees on what is needed to be a healthy, happy and energised individual?
  • Improve employee engagement levels by having regular presence in the workplace in the form of on going resilience training?
  • Improve the performance levels of your employee’s by teaching them exactly how to change the way they think, feel and behave on the inside so that they excel on the outside?
  • Provide expert consultancy on how to develop and implement a comprehensive wellbeing strategy?
  • Provide a comprehensive free health check for all your employees that can feed into a bespoke wellbeing training programme?

If you answered no to one or more of the above points, it may be time to question whether you need a different approach.

By giving your employees the knowledge, tools and resources to develop long term emotional, physical and mental resilience, you are proactively and strategically ensuring the right ROI for your organisation.

Talk to us today about how we can create affordable wellbeing and resilience training programmes that deliver measurable ROI for your employees and your organisation.

www.themindsolution.com

 

Employee engagement programmes have had no impact on wellbeing

Employee engagement programmes have had no impact on wellbeing

This is the view of Cary Cooper, professor of organisational psychology and health at Lancaster University Management School. Cooper, speaking at the Why Mental Health Matters conference in London, suggested that since 2007 virtually all employee happiness areas have got worse and that poor line management is to blame. As highlighted in HR Magazine, Cooper suggested that HRD’s should be turning their attention to up skilling line managers who he feels, lack the interpersonal skills.

As specialists in the field of employee health and wellbeing don’t agree. All too often line managers get the blame when actually, there’s a much bigger reason affecting employee engagement – stress.

The issue of stress has been a growing one and is now one of the leading causes of absence in the UK. In relation to employee engagement, stress prevents people from performing at their best and from engaging full stop.

The more stressed people feel and the longer they have experienced feeling stress, the more disconnected they will feel from the workplace.

The simple reason for this is that stress is part of the survival response. It’s not physically possible for someone to be stressed, and engaged at the same time.

Stress shuts down the thinking brain and prevents access to parts of the brain normally used for good decision making, empathy, creative thinking and seeing things from a different perspective to name a few. Therefore you can have some of the best line managers out there, but if they are stressed and don’t know how to break the stress response, they aren’t going to be able to engage with their teams as well. Anyone who is stressed isn’t going to be able to ‘feel’ as connected to an organisation and it’s the way that we feel, our emotions, that drive engagement.

At The Mind Solution, we recognise that the missing link in the workplace is teaching employees the building blocks of how to be mentally strong. There is a lot of focus on soft skills and leadership training, which is great, but crucially underpinning that should be an investment in teaching people how to build strong emotional and mental resilience.

To find out how resilience training can make a difference to your workforces engagement and performance contact us today.