An EAP helps increase your bottom line while building morale, and support for employees and their managers.
According to a study published in the Journal of Occupational and Environmental Medicine, anxiety and depression rank among the top five reasons for absenteeism. The National Mental Health Association reports this problem costs American companies more than $200 billion each year. Stressors such as family problems and financial crises are often at the very core of these concerns. A high quality EAP can provide a multifaceted approach to improving the life of employees and by doing so, employers can save significant amounts of money in lost productivity, absenteeism, turnover and poor performance.
Fully Effective Employees provides the following employee assistance services:
There are a lot of companies that offer Employee Assistance services, so why choose Fully Effective Employees?
An Employee Assistance Program offers an excellent return on your investment.
Contact us for more information!
Retirement coaching is an important employee benefit. Making the decision to retire can be very difficult for many employees. Sometimes life doesn’t give us much choice about when to retire. An injury at work or a serious illness might force some to leave work early. While these people may not be able to perform the same job, they may need to continue to make money or keep busy. These troubled economic times have forced many to work longer than they had planned just so they can continue to make contributions to their dwindling retirement accounts. Others have lost considerable value in their homes or other investments and consider extending their working years, a necessity. These workers may be just “doing time”, feeling burnt out or resentful that they cannot leave work as early as they had planned. You may not be getting the same productivity or enthusiasm from these employees as you had in the past.
As an employer, you may be facing the need to downsize or encourage employees to take an early retirement. These employees may not be ready to stop working or to leave their jobs, either financially or emotionally. As an employer, how can you help them make a transition to retirement?
For a large number of employees, work is a big part of their identity. Who someone is may often be a relection of what they do. Work provides social interaction, a sense of community and creates structure and routine in our lives. Many of us have worked with those who have little else in their lives besides work. For these people, retirement can be downright scary. These individuals may be able to retire financially but not emotionally. They need to replace the function that work plays in their lives with new hobbies, interests or a different kind of work.
What happens for people when they retire before they are ready or prepared? For men, the number one malady in retirement is depression. When leisure activities are always available, they may be less pleasurable and most people need more in their lives to keep them happy and busy. Couples may face a difficult adjustment to spending more time together and they may not agree on how and where they want to spend their retirement years.
The people who retire “successfully” tend to share the following characteristics:
We can help you prepare your employees for retirement. We offer group sessions for small groups of employees as well as individual coaching. Our progam includes a retirement readiness assessment and then we work with clients on the areas that may need some focus. Retirement coaching is a great return on investment. When employees can feel positive about entering the next phase of their lives, they will be more productive during their last few months or years as an employee.
For more information contact Audrey at firstname.lastname@example.org
While there are signs the economy is improving, people continue to experience unemployment, foreclosure, bankruptcy and credit card debt. Many Americans live well beyond their means and survive from paycheck to paycheck. Financial problems create stress, anxiety, relationship issues and depression. As a result, employees may have a difficult time keeping their financial problems separate from their work lives. Stress and emotional difficulties can lead to absenteeism, accidents and performance issues which will affect an employer’s bottom line.
Although the economy has been the primary source, there are other reasons employees may be experiencing financial difficulties.
The following are some signs that employees may be experiencing financial difficulties:
Employers can take a proactive approach to help employees with personal and financial problems by providing a good employee assistance program. You can actively encourage the confidential use of the program for employees and their families by distributing promotional materials, linking the EAP website to the company’s Intranet, and reminding workers about the EAP in meetings, company newsletters and emails. Fully Effective Employees provides an optional legal and financial assistance program which allows employees the opportunity to speak with an attorney or CPA about their financial situation. We can also arrange to have financial planners provide financial seminars at no additional cost.
If personal problems have begun to affect performance, you should refer the employee to the EAP for the performance issue and if you suspect financial issues may be the reason, you can share that information with the EAP counselor. Investing in your most important asset- your employees makes good business sense.
As our aging population grows, the number of working caregivers does as well. The Alzheimer’s Association estimates there are 10 million caregivers for those affected by this disease, and most of these caregivers are in the workforce, and this is for Alzheimer’s only! Many times during the workday, a caregiving employee may need to drop everything to deal with a loved one’s health crisis. A friend of mine has gotten 3 calls in the last month from the emergency room regarding her mother, each time she was at work and had to leave to address the emergency. Luckily she has a flexible job. We have talked about some things she can do to be more pro-active with her employer.
As an employer, the following are some things you can share with your employees;
1. Talk to your employer about the situation, familiarize yourself with company leave policies and state/federal laws for family leave. If appropriate also discuss with co-workers as oftentimes, your workload may fall to them in your absence.
2. Since you cannot predict a crisis, make sure that you are up-to-date on your assignments, maybe work longer hours in anticipation of leaving suddenly, and also communicate with your co-workers anything that will involve them.
3. Have medical and contact information at the ready. This will allow for smooth admissions and access to services.
4. Set boundaries! Know yours! Oftentimes, caregivers will take on more than they can handle. Overdoing it can leave caregivers feeling overwhelmed and quite honestly, not doing everything well.
5. Have backup plans- while some elderly parents may deteriorate quickly or require acute care due to a sudden serious illness or fall, others slwly decline and may need caregiving for a longer time. If so, it would be a good idea to have respite care, other family members or family friends who can share the work and information on nursing homes or other facilities if you can no longer do it on your own.
6. Take care of yourself- if you don’t you won’t be good to anyone. Be sure to balance your work and personal responsibilities. Take time to rest, exercise, eat well and do some enjoyable activities.
7. Seek profesional assistance if needed- sometimes the stress of caregiving, work and other family responsibilities can be too much. If you find yourself being irritable, depressed or not doing as well as you should, contact a professional counselor or the EAP for confidential assistance.
In addition to the above tips, the employee assistance program can be an invaluable help to your employees. The EAP can provide the needed emotional support, and assist with resources and referrals. If you don’t have it already, consider adding the Worklife Program to your EAP services. The additional program provides a well of information, resources, and referrals for all aspects of caregiving and dealing with ill or aging family members.
For more information about Fully Effective Employees or our services contact us at email@example.com
All employers know that employee absenteeism is a big problem. It reduces productivity, morale and the company bottom line. The ever present challenge is how employers can prevent and reduce absenteeism. CCH, a leading provider of human resources and employment law information (hr.cch.com) conducted an unscheduled absence survey in 2005 and found that the average per employee cost of absenteeism is $660 with some larger companies losing more than $1 million per year. What is of great concern to employers is that almost two out of three employees who call in sick are not physically sick. Personal illness accounted for only 35 percent of unscheduled absences and 65% were due to other reasons including family issues (21 percent), personal needs (18 percent) entitlement mentality (14 percent) and stress (12 percent).
Companies with low morale saw higher rates and costs of unscheduled absences. 78% of human resource managers feel that the main cause of absenteeism is the belief that those who skip out of work believe they are entitled to time off. The other reason cited by human resource managers is a lack of supervisor involvement as a catalyst to discourage employee absenteeism. When managers understand the causes of absenteeism and use the EAP as a resource for assisting employees, they can play a big role in reducing absenteeism.
When employees are faced with stressful everyday life situations, it has an impact on their ability to be present in their jobs. Stressful situations include family and relationship problems, physical illness, addictions, financial difficulties including foreclosure, bankruptcy, identity theft, debt and unemployment by a spouse. If employees have a confidential, employer sponsored way (the EAP) to obtain assistance with these difficulties, they are more likely to address their problems earlier and resolve them quicker. Additional worklife and wellness programs as part of the EAP can be very helpful for employees trying to manage the stress of balancing work and family issues.
The EAP can also train managers on how to recognize and identify personal problems before they have begun to effect performance. When managers can coach employees on how to use the EAP, they stay out of the middle of their personal problems, while still offering a way to get help. Once personal problems have begun to effect performance or absenteeism, they can refer the employee to the EAP as a supervisor referral for peformance based issues. In addition, when employees know they are valued and given a free, confidential resource to address their personal problems, they feel appreciated by and more loyal to their employer.
Employers should also create incentive programs that can improve both attitude and attendance rates. This works for several reasons. Some employees may lack the internal motivation necessary to keep their spirits up and give them the drive and desire to show up to work every day. These people may need the external motivation that incentives provide.
Additionally, incentives tend to promote certain goals, which can be beneficial for employees with attendance problems. The company can create an incentive program that is specifically linked to attendance. Examples of this type of program include:
1) The ability to cash-in unused sick days at the end of a specific period
2) Allowing employees to leave early one Friday per month of perfect attendance
3) Bonus pay for periods of perfect attendance
4) Gifts such as savings bonds or gift cards for periods of perfect attendance
5) Paid time off programs which allow for personal issues, vacation and sick time all in one bank of hours so employees can use what they need when needed.
Of course employers do need to be clear with employees that if they are legitimately sick, they should stay home so that no one else at work gets sick and so they can take the time they need to get better. When the workplace culture is one that does not allow people to be ill, then it will create resentment and poor morale.
Do you have any good suggestions for preventing absenteeism? If so, we would love to hear your ideas.
Fully Effective Employees offers assistance with drug testing, management training and consultation, and confidential assistance to employees and their families with personal and work related problems.
While most of our blog posts are geared toward Human Resource Managers and company owners, we feel this blog has tips that can be useful for employees as well. While the holiday season can be a time of joy and celebration, it can also be an extremely stressful time of year for others. While some people can celebrate and engage in parties and family get togethers, others struggle with depression, addiction, financial difficulties or family problems that can be intensified over the holidays. Some employees may have suffered a loss of a loved one or gone through a divorce during the year which can make the holidays very difficult. Employers should be sensitive to theses issues and ensure that employees are aware of the Employee Assistance Program which can offer them resources, brief counseling and support during tough times. If you feel stressed out by the thought of holiday chores, obligations, and the clan dropping in for a spell—or if this year’s circumstances make the holiday season difficult for whatever reason—start preparations now to manage your holiday stress.
The following tips were written by Dan Feerst, LICSW-CP of WorkExcel.com .
Holiday Myth Busters —Along with good tidings come high expectations based on the commercialization of the holiday season, past childhood memories we may long to duplicate, and the expectations of others.
If family members count on your “holiday magic” to make every year special—the cooking, cleaning, baking, decorating, and gift-wrapping—you face a bigger challenge letting go or finding balance.
Here’s how to cope better with expectations, demands, and added pressure during the holidays.
We wish all of our clients and their families a very Happy Holiday Season.If you are interested in learo
Decision Time —Make a decision to take charge and tackle holiday stress. This mentally prepares you to enjoy the time while facing demands of the season with better endurance.
Your Priorities —Decide on your priorities to make the season meaningful. Did you miss the tour of homes last year because the Waltons next door had their open house on the same day? The idea here is to plan a few “non-negotiable” events for yourself.
Now the Rest —What activities are important to your brood this year? Seek to trim the “idea tree” to reduce stress from trying to fit it all in. A family meeting to gather ideas can work, and chances are activities you thought everyone still wanted are no longer of interest.
Avoid the Rush —Are holiday lights on the house critical? If yes, go for it, but if it seems more like a “chore” than a pleasurable task, that’s a clue about its priority and importance to you. Activities that feel like chores get delayed. Pay attention to procrastination. It is insight to help you decide whether it’s thumbs up or down on something that seems desirable.
Fight the Blues —If the holidays are a sad time of year because of difficult memories or because a loved one can’t be there, then develop a personal intervention strategy. Volunteering for a local charity is an interactive experience, and those who’ve tried it claim it works to lift one’s mood. You’ll feel empowered and more positive, and the experience of helping others anchors you to a memory that lasts.
Navigating Family Conflict —If you can’t avoid holiday gatherings with family members who experience feuds and conflicts, try discussing with kin your desire to avoid conflict. Be up front and ask that differences be set aside. Older adults criticizing teenagers is a famous trigger. So are statements from in-laws that appear critical, interfering, or meddlesome. Self-awareness is power, so you stand a good chance of at least minimizing this behavior.
Take Care of Yourself —What improves your mood—exercise, positive affirmations, alone time? During the year, have you been promising to do something for yourself, but keep putting it off? Do it. The holiday season is a perfect time to reaffirm your love, not only for those you care about but also for yourself.
EAP Can Help —Holiday stress affects everyone differently, so suggestions here may not match what’s unique for you. Don’t face the stress alone. Instead, call Fully Effective Employees, assistance program. The EA professional will help you find the resilience and strength you need to face any challenge the holidays may bring.
We wish all of our clients and their families a very happy holiday season and all the best for the coming year.
If you would like to learn more about how Fully Effective Employees can help your business and your employees, please contact us at firstname.lastname@example.org or 425-557-0907
Copyright 2011 WorkExcel.com
I attended an HR Roundtable sponsored by Resourcefulhr in Seattle today. A group of HR professionals met to discuss challenges and ideas for enagaging and retaining employees.
The major topics that we discussed included:
Research has shown that unless the salary is very low, financial incentives are not always the way to reach the hearts and minds of employees. Appreciation, acknowledgement, and recognition will go a long way towards keeping employees motivated to perform. A sense of belonging to the community in which they work, feeling valued and supported by their employer are important to keep employees loyal to. Low- cost benefits like health club membership discounts, wellness and worklife programs and employee assistance programs can be implemented for a great return on investment.
All of these are fabulous ideas for keeping employees engaged. We all know the cost of recruitng and retraining new employees, so we need to be sure we keep our current employees happy.
Do you have any other ideas to contribute to this list? We would love to hear from you!
Since it is hurricane season, we thought this article might be timely.
Barely a day goes by when the news isn’t covering a horrific national or local disaster. Survivors are interviewed looking for loved ones, possessions and shelter. Some things can be learned from their experiences, such as a disaster can strike suddenly and without warning and what a person can do to prepare in advance. Below are some steps you can follow to prepare your company for a disaster:
Determine what kind of disasters are common to your area from the local Red Cross. For example if you live in Alaska, you don’t have to worry about hurricanes but you should be ready for an earthquake. In the Northwest, we should all be prepared for an earthquake, especially after seeing the devasting and catastrophic effects of the earthquake in Japan.
Designate an out of state partner or branch company you can use to deseminate information to family members, clients or customers about your status.
Be sure employees know where fire extingushers are and how to use them if you don’t have an overhead sprinkler system.
Have an evacuation plan and assign a company individual to bereponsible for the plan and it’s a good idea to conduct a drill ocassionally so everyone is aware of the plan and procedures.
Stock emergency supplies, water and a first aid kit; enough for all employees for at least two days. Replace these items before the expiration date.
Have employees bring in extra medications, foods they eat, eye glasses or extra contact lenses and and a warm sweater and pair of gloves.
Have members of your company learn first aid and CPR.
Be aware that some individuals may be very traumatized especially if they have experienced a previous traumatic event or if they lose their homes or loved ones.
After a disaster, employers can provide critical incident debriefings conducted by the EAP. Some companies will provide meals and other services to employees in the short term to help them recover and get back on their feet.
The EAP can be a helpful resource both before and after a disaster. Preparation is key!
Morneau Shepell, the largest Employee Assistance firm in Canada, released a new study that said that intervention through employee assistance programs leads to improved employee mental health and higher productivity, as well as a reduction of 25 percent in costs due to lost productivity.
The study collected data to measure four specific outcomes: general health status, mental health status, productivity, and absenteeism. Here are some of its findings:
75 percent of North American businesses have an employee assistance program and they are a key component of employee benefit plans. The Morneau Shepell study made two key recommendations:
1. Organizations should develop a more strategic partnership with their EAP provider as a first step in reallizing the return on investment. The provider can recommend strategies to optimize the use of the EAP as a preventative measure with the objective of saving costs on the bottom line and using the EAP to support the organization’s health priorities.
2. Organizations should consider a strategic approach to absence management, cost management and strategies related to employee engagement and retention.
For more information about this study go to http://bit.ly/kZ2Xx1
While 75 percent of employers may have an EAP, all programs are not alike. Employers should investigate their vendors to be sure they are meeting the needs of their company. The company contact or HR representative should have a good relationship with their EAP provider, with the ability to consult or to seek management assistance on a range of personnel issues.
Your EAP should be your partner in assisting with your employees’ emotional health. The more the employee assistance program is supported by management and promoted and marketed to employees, the more it will be used.
Healthy, happy and engaged employees will save their employers thousands in lost productivity, morale issues, performance problems and health insurance claims. Employees who feel supported by their employer will be loyal in both good and bad economic times.
During the dot.com boom of the mid-90’s, companies were growing so quickly, they couldn’t hire enough people fast enough. In order to recruit and retain good employees who were required to work long hours, they would provide as many perks as they could. The most popular perk was free alcohol provided on company time. Many companies would host happy hour Fridays or allow employees to drink at work after 4 pm. Some employers provided kegs and beer fridges and allowed employees free access to alcohol while at work. As the dot.com boom became a bust, most companies began to tighten their wallets which resulted in the bar being closed at most workplaces.
While the economy is still very slow to recover and recruiters can take their pick of candidates, there appears to be a resurgance of alcohol being provided freely in the workplace. An article in the Seattle Times last month, featured tech companies like Yelp, providing beer kegs and beer fridges. These employers rationalize that they are growing, vibrant companies with a young workforce. Their employees are required to work long hours, sometimes well into the evening so they want them to feel at home at work. While they don’t actively monitor how much an individual drinks, some companies use an ipad app that logs every ounce they drink.
As an employee assistance counselor, I see serious problems when employers provide alcohol to their employees on company time on company property, for a number of reasons. The first concern is employer liability. If an employee drives from their place of employment while intoxicated, the employer may be liable. When employees drink, their inhibitions are reduced, so they will say and do things they may never do while not under the influence. These behaviors may lead to sexual harassment or discrimination claims from other co-workers and again, the employer may be liable. Women are at greater risk for sexual harassment at offices where heavy drinking is the norm, according to a 2004 Cornell University study. The report, sponsored by the National Institute on Alcoholism, found harassment incidents increased more than twofold for each additional alcoholic beverage consumed by male co-workers.
The second liability concern for employers is underage drinking. Some employers hire individuals who are under the legal drinking age but if others are drinking, it can be hard on the under age employee to fit in with the company culture. Unless employers are carding all employees before allowing them to drink at work, they cannot be sure they are not serving alcohol to minors.
The third concern is that when a person drinks alcohol, their judgment and productivity will be impaired. An employer cannot determine impairment based on how many drinks a person has had. Women and men metabolize alcohol differently and other factors include a person’s size and body weight and how much they have eaten. How productive can someone be if they have had two or three beers?
Finally, alcoholism is a major social and health concern in our society. Some employees cannot drink in moderation or control themselves after drinking. 10 percent of American adults are alcoholics. For these people, it is a struggle to face every day without alcohol and often the 8 hours a day they spend at work is the easiest part of their day to get though. If alcohol is served at work too, then they are constantly faced with the temptation to drink at work as well. Before employers decide to provide alcohol to their employees, they should consider the legal and social ramifications.
There are many other perks that make better business sense. Examples are concierge services that make things easier on employees who work long hours, wellness and worklife services to help employees balance work and family and employee assistance services.
For information on how you can provide personalized, professional EAP services, call Fully Effective Employees at 425-454-3003 or 1-800-648-5834.