When employees seek EAP services, they speak with 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, the EAP clinicians 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.
For the purpose of this paper, we investigated the relationship between reported depression and declines in work performance by generation. Employees accessing EAP were screened for depression using the PHQ-4 (Kroenke, Spitzer, Williams & Lowe, 2009). Employees that returned a positive screen for depression were further assessed using the PHQ-9 (Kroenke, Spitzer & Williams, 2001). 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.