As a mental health advocate working with numerous employers, I frequently encounter organizations that underutilize one of their most valuable resources: their Employee Assistance Program (EAP). In my recent conversation with John Levy, president of CCA, we explored how companies need to shift their perception of EAPs from being just another employee benefit to viewing them as strategic partners in workplace wellbeing. This paradigm shift is crucial because when employers limit their understanding of EAPs to just providing therapy services, they miss out on a wealth of opportunities to improve their organizational health.
What many leaders don't realize is that EAPs can serve as trusted partners in addressing a wide range of workplace challenges - from team morale issues and conflict resolution to performance management and crisis response. As John pointed out during our discussion, organizations don't need to wait until there's a clear mental health crisis to engage their EAP. Whether addressing attendance issues, interpersonal conflicts, or even workplace hygiene concerns, EAPs can provide valuable support and intervention strategies that benefit both the employee and the organization.
The impact of workplace culture on mental health cannot be overstated. According to the Workforce Institute's 2023 global survey, managers have as much impact on employees' mental health as their spouses - and 30% more impact than their therapists. This striking statistic emphasizes why viewing EAPs as more than just a counseling service is crucial. You're investing in a partnership that can transform your entire workplace ecosystem by fully leveraging your EAP's resources for manager training, organizational development, and proactive workplace culture initiatives. Remember, simply offering therapy in isolation isn't enough - the context in which people work matters tremendously for their overall wellbeing.
Bio:
John Levy, Esq., President of CCA, leads the firm in ensuring that clients receive optimal value from our partnership. John is an attorney with expertise in employment law and risk mitigation. He works with CCA’s risk mitigation team to assess and reduce clients’ risk with respect to employee claims of discrimination or harassment and violence in the workplace. John uses CCA’s expertise and our strategic alliances with outside experts to marshal the appropriate resources to resolve these issues. Based on our understanding of client needs and today’s HR environment, John also leads the CCA team in developing innovative new products to target the challenges facing our clients.
John received his J.D. from New York University School of Law and his B.A. from Wesleyan University.
Takeways:
Shift the perception of EAP (Employee Assistance Program) from just an employee benefit to an employer resource:
EAPs shouldn't be viewed simply as a benefit alongside medical and dental insurance
They should be seen as strategic partners that can help with organizational impact and workplace culture
EAPs can provide training for managers, help them lead with empathy, and understand how to support employees with mental health challenges
Demystify and leverage the EAP for performance and work-related issues beyond just crisis situations:
Organizations shouldn't wait for obvious mental health issues before contacting their EAP