The normalization of mental health resources in the workplace is the wave of the future, and now is the time to take a closer look at your EAPs and make sure they are as robust as they can be.
Don’t have an EAP or looking to make yours more impactful? Considering they can lead to better performance, higher growth, and a happier and healthier workforce, it’s something to consider. Here’s some more reasons and choices for you.
Do EAPs help? Most studies, including one where 86 percent of people who were suicidal when they engaged with their EAP were no longer suicidal at the 2-year follow-up, seem to think so.
One national EAP rolled out a self-use app and discovered that 15% of employees utilized the app (as opposed to the 4.5% that used the more traditional approach), and they all saw a symptom reduction in depression, anxiety, avoidance and fear.
Here’s a guide to The Top 9 Best Employee Assistance Program Providers as rated by a leading HR and recruiting software review company. They took into account such features as cost effectiveness, user experience, and response time.
The biggest problem with EAPs is they go unused, often times due to the stigma associated with seeking help for mental health issues. How can we change that?
