In this post, we’ll discuss how to build on your existing EAP-led mental health program. We’ll cover topics such as identifying gaps in your current program, choosing the right mental health providers, and crafting a well-rounded wellness plan.
As your business grows, so does the need for an effective employee assistance program (EAP). An EAP is a confidential resource that helps employees address work-related concerns that may impact their job performance, health, and wellbeing. While an EAP can provide valuable resources and support, it’s important to remember that it’s just one part of a modern, comprehensive mental health program. In order to create a truly effective 360 program, you’ll need to supplement your EAP with additional resources and support. Here are a few ways to do that:
You can’t improve what you don’t measure. Take some time to assess your current program and identify areas that could be improved. Some common concerns around EAPs include low utilization, employees not knowing how to get connected, and extended wait times to get in touch with virtual care. Preventative solutions can help with these concerns by, for example, giving employees self-directed tools to train at their own pace, or offering one-touch crisis channeling that integrates with the EAP. Knowing gaps or bottlenecks in your program can help lead you towards additional services to support your workforce.
For leaders sorting through the different programming options, it can be slightly overwhelming. There are many different options available, so it’s important to choose the ones that best fit your needs and that service the gaps you’ve identified. When evaluating, keeping company culture in mind is crucial. A good provider will work with you on your channels and integrate with your existing efforts in place.
An EAP is just one part of a comprehensive wellness plan. Your plan should also include initiatives such as stress management, fitness and nutrition programs, and financial wellbeing. When it comes to mental health, there is no one-size-fits-all solution, nor is there a perfect technology that offers ‘set it and forget it’ appeal. The best way to create an effective program is to tailor it to the specific needs of your employees and to your work culture, and to continually champion it across your leadership teams.
An important thing to remember when it comes to a mental health program – no one achieves perfection overnight! Be patient with yourself and your HR team as you navigate the extensive solutions the market has to offer. With that said, action bias is important when it comes to mental health. Getting solutions in place as you build your ideal program will help ensure your workforce feels supported when it’s needed most.
By taking the time to assess your current program and identify areas for improvement, you can create a truly effective mental health program that meets the emerging needs of your employees.