The EAP Supports Supervisors and HR

Why Employees Don’t Use the EAP

Why Supervisors Should Use the EAP

It’s common for supervisors to feel isolated. They may have been promoted without pastleadership experience, or they may simply face obstacles they haven’t seen before.

While some supervisors feel comfortabletalking with co-workers or HR about workchallenges, others may fear they will appearunquali�ed if they seek support within theworkplace. Also, some supervisors may workin rural areas where they don’t have frequentcontact with HR, and they need fast accessto answers and advice.

The EAP o�ers supervisors unlimited phoneconsultations with experienced clinicians. They can get advice, pitch ideas, learn how to document performance issues and apply appropriate intervention skills.

Often consultations are enough to getsupervisors through tough times, but ifan employee referral is necessary, the EAPis ready to work with the supervisor andHR to follow an easy referral process thatadheres existing workplace policies.

As a supervisor or HR professional, you can help encourage employees to use the EAP by promoting it and making information accessible:

Hang posters, hand out wallet cards, and forward newsletters and announcements to your sta� as you receive them.

Let employees know they can contact the EAP for free, on their own,without informing anyone.

Stress the EAP is con�dential, and let them know names are neverreported back to you, their boss, or the State.

Support a culture that encourages behavioral health care as partof well being to help overcome the stigma of seeking help for personal problems.

The EAP is in place to support HR, supervisors, and the workplace in general. It does not contradict existing, internal policies. Instead, the EAP collaborates with HR sta� and supervisors to support existing policies while helping to prevent and minimize workplace challenges and risks.

They don’tbelieve the EAPis con�dential.

Stigma (feeling of weakness) is

tied to reaching out for help.

They think theyneed permissionfrom their boss

or HR to usethe EAP.

They don’tknow the EAP

exists.

Real Coordination with HR and SupervisorsRecently, a supervisor called the EAP and requested a sensitivity training for her employees. Instead of simply delivering a training,the EAP reached out to the supervisor and HR to uncover theirexact needs. One long-term employee had been lashing out atothers after seeming more short-tempered recently.

Instead of pulling all of the employees from their jobs to addressa single employee’s issues, the EAP helped HR and the supervisor refer the employee to EAP counseling where he received help for apersonal problem he wasn’t comfortable talking about at work. This is the type of coordinated support the EAP o�ers HR and supervisors with the goal of supporting the workplace while also helping workers.

Another supervisor recently expressed that as a PhD scientist, he loves his work, but he’s not a natural supervisor. He appreciates the convenience of being able to call for advice so he can improve hisleadership skills without having to take a lot of time out of his day.The tools the EAP o�ers him make his supervisory role easier sohe can stay more focused on his other tasks.

Two coworkers recently shared a story about how after yearsof working together and being friends outside of work, theyproblem solve, and sometimes vent, together. While they expressed how lucky they feel to have that outlet, they also noted how hard it must be for new or remote employees who don’t have peers to share both successes and struggles with. The EAP o�ers that friendly yet professional ear to privatelyhelp supervisors through unfamiliar situations.

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EAP Supports Supervisors HR 2016