When employees seek EAP services, they first speak with one of our EAP counselors who conduct a telephone-based assessment to provide support and help determine the most appropriate level of service. Over the course of the EAP relationship, our EAP counselors collect a variety of data sets that are then analyzed and shared with our client customers in the form of anonymous quarterly and annual utilization reports. The data for this paper was taken from a cumulative report of employees seeking EAP services over an 18-month period from January 2013 – June 2014.
In order to measure the impact of anxiety on the workforce, we investigated the relationship between reported anxiety and declines in work performance by generation. Employees accessing the EAP were screened for anxiety using the PHQ4 (Kroenke, Spitzer, Williams & Lowe, 2009). Employees that returned a positive screen for anxiety were then further assessed using the GAD7 (Spitzer, Kroenke, Williams & Lowe, 2006). Their responses were then scored and analyzed.
Those employees that were rated positively for anxiety were also asked questions about the impact that their anxiety had on work performance. Their responses were then categorized into the four primary domains: absenteeism, presenteeism, work relationships and disciplinary action.
Participants were categorized into the following generational categories.
|Generation||Birth Year Range|
|Baby Boomers (Boomers)||1946 - 1964|
|Generation X (Gen X)||1965 - 1977|
|Millennials (Gen Y)||1978 - 1999|
*Traditionalists (1927 – 1945) and Generation Z (>1999) were omitted from this study due to small sample sizes.