5 Steps Every Employer Should Take
STEP 1 – UNDERSTAND– Get to know what EFAPs can truly do for your organization. Read up on your program. Consult your benefit provider. Review with the management team; invite them to share their EFAP experiences and ask for their input.
STEP 2 - EDUCATE– Educate the decision makers within the organization. Even though their organizations are paying for the program, they may not know how to leverage it to get the most value from their investment.
STEP 3 - PROMOTE – Spread the word about EFAP. Become an EFAP champion or find a dedicated person to be an ambassador of the program. Targeted internal communications, face-to-face discussions, newsletters and town halls can all promote better understanding of the professional counselling services EFAPs provide and their impacts on individual and collective well-being. You never know when your message will reach the right person, at the right time.
STEP 4 – PREVENT–By encouraging employees to access work-life services through your EFAP, employers can build a culture of support and reduce the stigma associated with accessing EFAP support. In doing so, employees will be better equipped to deal with issues – and build resiliency - before they turn into much bigger issues. This can range from giving managers the support they need to handle a major organizational change to helping an employee find elder care services for an aging parent.
STEP 5 – EVALUATE – All EFAPs offer some type of utilization reporting. How often was the program accessed? What are the most common issues employees are dealing with? Financial? Family? Legal? Health? Use the insights from this data to inform your planning decisions and address the most pressing issues within your organization.