EAP implementation and purchasing is one of the most challenging projects in an HR leader’s career. It is daunting, overwhelming, complicated. There may be hundreds, even thousands, of employees that need support. How can one EAP possibly address all of their needs?
You’ve come to the right place. This is where you can get a breakdown of EAPs – how to choose one, launch one, and manage one.
So sit back, relax, and get ready to start finding the best EAP for your team!
The world of EAPs and employee benefits is changing rapidly. Traditional EAPs have long waits for mental health care and provide gym passes that employees don’t want. Culture benefits and perks like ping-pong tables and beer fridges aren’t desirable – let alone applicable – in the world of remote work.
Employees want flexibility, easy access to care, and the choice to choose the care they need – anytime, anywhere. The innovative EAPs of today meet those needs.
With the rise in mental health issues and awareness, EAPs now address an even more comprehensive range of employee challenges, including but not limited to:
- Mental health and employee counseling
- Physical health and exercise
- Financial challenges
- Interpersonal relationships
- Burnout and stress
- Career transitions
- Life coaching
Today’s EAPs drop absenteeism rates by 25%!
Related Reading: The New Top Workplace Perk – Workforce Wellness Programs
How to start the EAP implementation process
So – how in the world does one choose an EAP?
Here are the main steps to the EAP implementation and search process:
- Know what your employees need
- Determine your goals
- Set a budget
- Research the top EAPs
- Weigh your options and choose and EAP
- Tell the team about your EAP
- Measure progress
1. Know what your employees need
First step: lay it all out there. Write down all the problems that employees have been facing at your company right now.
Here are some questions to ask yourself:
- Has our business gone through any significant changes or challenges in the past year?
- What are some common complaints from employees?
- What are the most common employee challenges at our company? (stress, absenteeism, retention, recruitment)
- What benefits do we currently provide?
- If you are already using an EAP, are employees using it?
It doesn’t hurt to check in with your workforce and gather anonymous feedback on how they are doing and how you can better support them. Here are some questions to ask employees:
- How many days of the week do you feel stressed, on average?
- How stressed do you feel on an average workday?
- How many hours do you work per week, on average?
- How many hours of work did you miss this quarter due to mental health struggles or physical illness?
- Which of the following benefits would you like our company to roll out, in order of preference?
For instance, if employees miss many days per quarter due to mental health, it would make sense to implement an EAP that provides easy access to employee counseling.
2. Determine your goals
Now that you have a better idea of your employees’ needs, it’s time to determine the goals your EAP should help your team achieve.
Here are some EAP goal examples:
- Achieve employee EAP utilization of 20%
- Reduce absenteeism and presenteeism
- Increase productivity
- Increase employee morale
- Increase employee engagement
- Attract and retain top talent
- Improve company culture
- Improve employee mental health
- Reduce stress and burnout
- Improve work-life balance
If it is possible, put a number on those goals. This will help you track your progress. The best EAPs are transparent about usage data – push them to give you data and reports on EAP utilization and EAP implementation.
3. Set a budget
Most EAPs cost between $12 and $40 per employee every year. This should help you determine a rough estimate for how much your new EAP should cost.
Some EAPs provide multiple plan types. If you are low on budget, consider trying out a simple plan before jumping into a more costly one.
Related Reading: Employee Assistance Program Frequently Asked Questions
4. Research the top EAPs
What do the best EAPs do? They:
- Are scalable
- Are easy to use
- Provide quick access to care
- Provide utilization and progress data
- Offer a variety of care options to meet everyone’s needs
- Provide services to employees regardless of their location
Here’s some advice I gave to HR leaders at an HR.com conference recently: When looking for an EAP, you need to ask: What are their utilization rates? How many of our employees can we expect to use this resource? The traditional EAP utilization is 4.5 to 5.5%.
Using the Zenovate platform, we are looking at between 20 and 30% of employees who will use our therapy services.
You’ll want to see case studies and ask for a couple of references – look at the data.
If you’d like to learn more about supporting employee mental health at work, check out the Manager Training Handbook.
5. Weigh your options and choose an EAP
Now that you know your options, it’s time to choose!
Here are some things to keep in mind at this stage in the process:
- Will the EAP provider work with our team to provide the support our employees need?
- Will the EAP provider give in-depth utilization data?
- Do the EAP’s specialties align with what our employees need?
6. Tell the team about your EAP
EAP implementation starts with telling your team about it!
The best EAP providers help increase utilization for your team. Traditional EAPs are incentivized to reduce utilization to save cash. Your EAP provider should work with you to get as many employees on your team using the EAP as possible.
On your end, make sure the team knows EAP usage is confidential and will not impact how you are evaluated in any way. Update your company policy and onboarding materials accordingly. Make sure employees know what they have access to!
You can start by announcing the EAP launch during your next company-wide meeting. At Zenovate, we lead a kick-off call with every new client to walk them through the platform, why it’s valuable, and how to use it. If your new EAP provider doesn’t provide this, ask them to.
One of the best ways to increase EAP utilization is to get your company leaders and CEO on board. Encourage company leadership to use the EAP themselves and talk about their experiences. This will help fight the mental health stigma in your workplace and encourage more people to sign up. Remind your employees to use the EAP at least once per quarter.
The key to implementing an EAP well is to weave it into your company culture. You can do this by having an open dialogue about mental health in the workplace and training your managers to direct people to use the EAP if they need it.
7. Measure progress
Ways an EAP should help your business.
A couple of months after the launch date, start thinking about those metrics again. What is the utilization rate? What are employees saying about the EAP? Are employees feeling better? Are they more productive? What do job candidates have to say about the EAP option?
Check-in with your EAP Client Success Manager (or equivalent) at this time as well. Meeting with your EAP point of contact is a great time to brainstorm how to improve the EAP experience even more for your team. Ask them for help with increasing utilization.
After about a quarter, send out another survey to your team – perhaps even the same one as before – and see if their stress, work-life balance, or mental health has improved.
You’ve done it! You now have a roadmap in your mind of how to find and implement an EAP for your business.
Since you’ve gotten this far, we wanted to introduce ourselves. We are Zenovate. And we are – you guessed it – an EAP provider!
We started out providing corporate massage services. Now we are also in the employee mental health and wellbeing space.
You can start your EAP search and implementation process by booking a time with one of our Employee Wellbeing Specialists today! We can help you choose the best programs or EAP for your business. We’d love for you to join us in our mission to provide accessible, transformative mental health support for all.