Wouldn’t it be nice if employees could just lock their personal in the car when they come in to work?
Why Managers Need EAP
If there weren’t personal issues or work life struggles, there might not be a need for Employee Assistance Programs (EAPs.) Unfortunately, this is not realistic. The EAP is critical to a manager’s performance because employees bring their whole selves to work each day, and with them, their personal problems.
When the root cause of an employee’s poor performance is family issues, financial problems, child or elder care issues, emotional stress, or substance abuse, professional counseling may be needed to resolve the situation.
How the EAP Can Help
One role of the manager is to evaluate work problems, sorting out performance issues from personal problems. When managers call the EAP, they often ask, “How long should I cut this employee some slack?” “Should I give the person more time?” “Am I unreasonable to expect more?” These are all important questions that can be discussed by phone with a Senior EAP Counselor.
How to Suggest EAP
These are effective ways to suggest that an employee might need help.
“Are you aware that we have an EAP?”
“Have you thought about calling the EAP?”
“I went through a difficult time once and needed help.”
Managers Can Make a Difference
One of the most wonderful parts of being a manager is being in a position to help an employee turn his or her life around. However, knowing when and how to suggest EAP can be tricky. A strong manager calls the EAP in advance to get consultation, information and/or to make a referral.
Are you worried about someone on your team?
