How To Improve EAP Engagement
Improve EAP engagement to support wellbeing, cut absenteeism, and boost productivity.
How to Improve Employee Assistance Program (EAP) Usage
Employee Assistance Programs (EAPs) are a critical tool for supporting the health and wellbeing of employees. These programs can significantly improve mental health, boost productivity, reduce absenteeism, and lower healthcare costs for organisations.
However, many employers struggle with low utilisation rates, often below 10%, which prevents them from realising the full potential and benefits of their EAPs.
This article outlines effective strategies to improve EAP usage and highlights the importance of monitoring EAP utilisation.
Understanding EAP Utilisation
EAP utilisation rates are generally low due to several factors that prevent employees from taking advantage of these valuable services. To increase utilisation, HR managers must understand and address these common obstacles:
- Lack of Awareness – Employees may not know about the existence of the EAP or understand its benefits.
- Stigma – Mental health issues still carry a stigma, making employees hesitant to seek help.
- Fear of Confidentiality Breaches – Employees may worry about privacy and confidentiality when accessing mental health services through employer-sponsored programs.
Importance of Monitoring EAP Usage
Monitoring EAP utilisation is crucial to ensure the program is effective and meeting the needs of employees. Regularly measuring and evaluating usage can help identify potential barriers to utilisation, assess the program’s performance, and inform necessary adjustments.
Effective monitoring can lead to increased engagement, better mental health outcomes, and a higher return on investment (ROI) for the organisation.
Strategies to Improve EAP Utilisation
Emphasise EAP Benefits During Employee Onboarding
Incorporate information about EAP services into the onboarding process. New employees should be fully aware of all company benefits, including the EAP.
- Introduce EAPs early during interviews, in offer letters, and throughout orientation
- Allocate a specific session to discuss EAP services during onboarding
- Provide clear, comprehensive materials outlining how to access and benefit from the EAP
- Share success stories from employees who have benefited from the EAP
Break Down Stigmas
To encourage EAP usage, create a supportive work environment that fosters open conversations about mental health.
- Host awareness events and workshops to promote understanding of mental health issues at work
- Encourage employees to share their positive experiences with the EAP
- Establish safe spaces for open discussion about mental health without fear of judgment
Communicate and Promote Effectively
Use various communication platforms to consistently promote EAP services
- Use emails, intranet, posters, and team meetings to reach all employees
- Develop engaging content that highlights the benefits of the EAP
- Ensure that the communication is ongoing and not just a one-time effort
Provide Training and Education
Educate employees and managers about mental health to help them understand the value of support and encourage EAP use.
- Host sessions on mental well-being, stress management, and work-life balance
- Provide mental health training for managers about how to support workers during times of distress and to recognise warming signs
Continually Measure and Evaluate Usage
Regularly monitor EAP utilisation to understand its effectiveness and identify areas for improvement.
- Track key metrics such as the number of employees accessing services, issues addressed, satisfaction rates, and overall utilisation percentage
- Analyse trends to identify barriers or opportunities for increasing engagement
- Gather feedback through surveys or focus groups to gain insights into employees’ experiences
- Benchmark against industry standards to identify potential gaps in service offerings
Talk To Us About Improving EAP Engagement At Your Organisation
Increasing EAP utilisation is pivotal for organizations seeking to support employee mental health and general well-being.
By understanding and addressing the reasons behind low usage, HR managers can boost engagement with the program. Effective communication, breaking down mental health stigma and continual evaluation are all crucial strategies to increase EAP engagement.
Partnering with providers like Foremind, which offers accessible and confidential mental health support through online platforms, can further enhance EAP usage.
For more information on how Foremind can assist in upgrading your business’s EAP plan or setting up an employee assistance program, reach out.
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We partner with counsellors who work in private practice so they are also free to work for other organisations if they see fit. The all have their own private practices however, they’re still all handpicked by Louise… Never had an issue with any of our counsellors… we maintain high levels of quality control.
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All our counsellors are contractors. They are highly qualified and go through long interview processes to ensure they are the right fit.
All counsellors must apply to the role and are interviewed before added to the platform, must meet the criteria as per the below.- We employee counsellors, mental health social workers, mental health nurses and psychotherapists.- Qualifications in Counselling, Psychotherapy or Social Work, minimum Bachelor or Masters qualification- Minimum 3 years direct practice experience post graduation- Registration with appropriate body – PACFA Clinical registration, ACA level 2 minimum, Accredited Mental health Social worker or Clinical Social worker- Broad experience providing individual coaching, counselling and support for personal and work-related issues- How far reaching is your EAP? We have counsellors located in every major city in Australia.