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Posted By Phil Pinnington
I need to get some feedback on this subject.
I am looking at putting together a justification for my organisation adopting a EAP for employees.
My organisation works within the social care sector providing one to one and group work with offenders.
On occasions they may be subjected to harrowing accounts from the clients they work with and I'm concerned about the effect it may have on their mental health.
As with most key HSE topics there is no shortage of suppliers of this service.
Has anyone had any experiences they would share that would inform my decision as to the next step?
Thanks
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Posted By Raymond Rapp
Phil
With a previous employer I was a Trauma Support Group member, a voluntary position but supported and trained by the company occupational health team. My wife's company provide a 'buddy system', whereby an employee can discuss in confidentiality with a designated employee any personal or work related problems. Both are probably a good precursor to formal occupational health assistance.
Regards
Ray
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Posted By Cathy Ricketts
We use an EAP - it is extremely well used. As well as this all our customer facing staff get 6 weekly supervision sessions with their line manager.
Staff use it for out of work issues as well as work related and a good justification for it is that it enables employees to get help and advice that they may have, in the past, taken time off work to do. Feedback from employees has been very positive - It is also available for family members living at the employees home address
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Posted By Kieran J Duignan
Phil
You state that you are 'looking for a justification for my organisation adopting a EAP for employees.
I have experience as a counsellor with 3 (external) EAPS and as a trainer with a fourth.
All of them were reasonably well-managed.
That said, as a qualified counsellor (as well as a CMIOSH and chartered occupational psychologist), I suggest that there is reliable evidence to indicate that part of the impact of an EAP is 'the Hawthorne effect' i.e. a response to evidence of some management concern, rather than in the intervention itself.
Fruitful alternatives involve activities that empower employees more directly.
The criteria for justification will depend on the specific risks of particular categories of staff whom you wish to safeguard. In the light of my experience, I encourage you to compare the payoffs from investing in an EAP with investing the same total amount of money in these safeguards:
a. training managers in skills of coaching, especially about negotiation;
b. training managers and staff in behavioural safety;
c. a combination of a and b;
d. a control group with combination of a, b and an EAP.
In making such a comparison, the cost-benefit analysis framework of the safety ergonomist Maurice Oxenburgh is worth considering.
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Posted By Cathy Ricketts
One additional point I would add is that when we looked at instigating the EAP it wasnt as a cop out from support from well trained line managers it was as an additional benefit.
I think this is probably very important - we get statistical information about the service use and the highest proportion of use is for out of work issues with only a tiny percentage linked to work. Obviously some of the highest use is around divorce and finance plus other family related issues such as wills and probate. Not the type of thing the normal line manager has time to counsel for in his day to day job, although we do offer considerable support
We researched extensively for about 8 months to find a service that were able to reach the standard that we required. We wanted to ensure that when an employee spoke initially to the company that they were dealing with people who were suitably trained (all to the same standard) to give diagnostic advice.
All I can say is that it works well for us as part of a support package and not as a lone means of support, and it gets good feedback from our employees
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