Employee assistance programs, or EAP for short, are one valuable tool for preventing the exacerbation of mental health symptoms, as well as supporting mental fitness, resilience and wellbeing. However, awareness of the program is key. EAP in the workplace can sometimes be overlooked and only highlighted when something is wrong. We want to shift the narrative around employee assistance programs in Australia and dissect how to promote EAP with staff more broadly and more proactively.
One simple conversation could alter perspectives, shift mindsets, and help staff become more productive and feel supported. So, let’s explore the importance of EAP and how to explain EAP to staff. We’ll also dive into the benefits of promoting EAP, and some EAP communication tips. Getting your employees back to their best is our speciality, so let’s break the barriers together and normalise help-seeking behaviours.
Why leaders need to talk about EAP
Leaders have impact. ABS data has highlighted that over 14 million Australians are currently employed. A large portion of those individuals, in some capacity, will have someone they report to. In fact, a positive note to call out is that 70% of employees see their manager as having the most impact on their wellbeing. That’s more than a counsellor and GP. As such, it’s essential that leaders are equipped with the knowledge to drive mental health conversation and the normalisation of EAP support.
A survey by the Smart Company found that 47% of employees believed their workplace didn’t empathise with their needs. Equally, 38% said they don’t trust their manager. While there is a positive to take there (that being, 62% do trust their manager), that’s still a significant number of respondents who don’t. One way to shift this tide is to promote open conversations and dismantle the stigmas around being proactive about our mental health. As a leader, you have the ability to drive change, influence team culture, and maintain productivity, safety, and happiness. That’s why leaders must encourage the breaking of the stigma around mental health at work.
One simple way this can be achieved is through EAP support. If employees can trust that their wellbeing is being supported, their trust for their leader might rise. Similarly, staff who are engaged by an employer who cares about their wellbeing could result in greater outcomes for both employee and leader. For example, The Grossman Group states engaged employees see a 20% performance boost and 87% retention improvement. But how do you increase engagement? Well, through an EAP program would be a great start. Pushing EAP can have a dramatic effect on employee wellbeing. Our data shows that 67% of employees who accessed our services felt a boost in their wellbeing after one session. That’s why leaders need to talk about EAP in Australia.
Common barriers to discussing mental health support
Talking about mental health is not always simple and can sometimes cause apprehension in the person who starts the conversation. Leaders can often feel inexperienced in talking to staff about their welfare. Nonetheless, Unmind say that managers hold an important role in the employee wellbeing sphere. In spite of that, many leaders have a fear of openly discussing mental health with their staff. Why? Here’s a few of the reasons:
- Overstepping boundaries and appearing to be intrusive
- Not saying the right thing
- Making things worse
- Lack of training to handle where the conversation might go
- Emotional toll
There are just as many barriers to speaking up for employees. Fears of stigma, reduced opportunities, and perceived judgment are some examples. A conversation can help to break some of these stigmas and barriers and can make a world of difference. So, here are some top tips leaders can use to speak about mental health and EAP.
How to start the conversation about EAP
There are so many ways you can raise the topic of EAP, but timing, tone and some ground rules can be important.
- Firstly, be open and empathetic.
- Don’t bombard them; let your team member talk about their issues and try not to offer a quick solution – if you jump the gun, it could seem dismissive and sometimes acknowledgement of the problem is all that they need
- Sign-post them to their employee assistance program to gain mental health support from a registered expert.
- Emphasise that EAP is confidential and free (depending on your provider), and that counselling is delivered by experts with years of experience.
Now, let’s explore some situations when it’s important to discuss EAP…
- After a major event: This could be after a traumatic event at work or after an employee handles an aggressive customer, or after a traumatic event at work; it can also be after a period of change, organisational restructure or during times of instability. There’s no singular moment you should discuss EAP. In fact, you should raise EAP during any and all conversations. However, after a significant event is a great time to raise awareness of EAP.
- During team meetings: You can talk about EAP in a plethora of ways, but a good place to start is during conversations with your team. Think performance reviews, one-to-ones, and town hall meetings.
- During awareness days: Each and every month, there is a range of wellbeing initiatives. For example, we have R U OK? Day, World Mental Health Month, World Safe Work Month – the list is endless. Use these as a springboard to talk about EAP, the program’s confidentiality and expertise, and timely access to consultants. Remind employees that it can be used as a great preventative tool – not just when things go wrong.
Practical ways to promote EAP support in the workplace
Promoting EAP is simple. How do you share messages broadly with your teams? Do you use the intranet, SMS, posters, apps, etc.? You can use these examples in the same way when sharing how to access EAP services.
- You can simply plaster your walls and bulletin boards with your EAP providers posters.
- You can also openly discuss EAP during team meetings and signal to EAP in emails and team presentations.
- Another way is by adding EAP resources to your intranet – however, make sure it’s easily accessible and visible.
- Use onboarding packs so your newest employees know that support is available from the get-go.
By normalising help-seeking behaviour early and frequently, leaders can make a significant impact.
Narrative is also everything. If your employees have a distrust of EAP, they’ll be more reluctant to access support. Therefore, the way you communicate the service can strongly influence their uptake by addressing any preconceived ideas or bias towards the service. Share frequent email updates and if you feel comfortable, share your experiences with EAP. Being an EAP advocate will help your employees understand the positive power of the employee wellbeing tools available to them.
Final Takeaway: Encourage ongoing conversations about employee wellbeing
EAP is one of the best tools in your arsenal. You’re not a counsellor or psychologist (well, depending on your role, you might be). However, irrespective of your role, managers should not be relied on to be counsellors. But they have a very important part to play in the promotion and referral of employees to EAP support. At Converge, we’re the experts and can help you guide your employees through their mental health challenges. Some simple, extra steps you can take are…
- Regularly checking in and asking open-ended questions (for example, “you haven’t seemed like yourself lately, is everything okay?).
- Be a wellbeing champion and lead with modelling behaviour. Be the person who encourages help-seeking by role modelling seeking help for yourself.
- Finally, if you think something is not right, act on it. If Converge is your workplace wellbeing provider, we can help you with expert advice via our Manager Support stream.
To conclude, leaders have impact. You have impact. Be the person in the team that safeguards wellbeing by sharing and advocating for EAP. Talking about employee assistance programs and encouraging your employees to engage with the service can make a massive difference.
Don’t partner with Converge? Contact our team today and enquire about how we can support your oganisation!
Frequently Asked Questions About Meal Planning & Prepping
What is EAP and why is awareness important?
EAP is a confidential counselling and support service for employees. Awareness ensures staff know help is available proactively, not just when things go wrong.
When should managers talk about EAP with their teams?
After major events or organisational change, during team meetings and one-to-ones, and around wellbeing awareness days like R U OK? Day or World Mental Health Month.
How can leaders reduce stigma and encourage help-seeking?
Model open, empathetic conversations, normalise EAP as preventative support, and communicate consistently via meetings, intranet and onboarding packs.
What practical ways can we promote EAP in the workplace?
Display posters, add EAP resources to the intranet, include EAP in presentations and emails, and ensure new starters receive EAP info in onboarding.
Does EAP remain confidential for employees?
Yes. EAP counselling is confidential, and employers typically receive only de-identified usage insights, not personal details.
