The recent tragedy in Oregon reminded me just how valuable an Employee Assistance Program (EAP) really is to an organization. I was impressed how, in the Oregon emergency plan, the first responders immediately directed survivors and their families towards trained counselors who could provide assistance in this emergency. They were ready to provide needed counseling services to affected individuals. An EAP provides a variety of such services to employees and their families who face life traumas.
I know from my experience how troubled employees can be when a disaster occurs in their life. Often they do not know where to turn or what to do. Having a resource like an EAP is often a life saver for the employee and their family. The Treyburn Human Resources Group does not sell, and this is not an article for us to recommend any particular EAP, it is just an endorsement of the EAP concept.
Most EAPs insist upon confidentiality. This was initially very troubling to me as the human resource leader. How could I manage an EAP, if it could not be measured? (i.e. knowing exactly who was using it and for what?) However, I have had numerous testimonials from employees about the effectiveness of an EAP. They expressed great appreciation to the company for caring enough to provide such a valuable benefit, whose cost in the scheme of things is very low.
Given the world we live in, if you have an Employee Assistance Program, great! Remind your employees it is there for their use. If you don’t, I recommend you explore providing one within your benefits package. It is a benefit your employees will appreciate, especially when they need it.
