Our findings suggest that EAP intervention helps employees positively address stress and improve work performance. It also reveals that a one-size-fits-all approach to employee stress reduction may not be appropriate.
Promotion and Targeted Interventions with a Twist
The results of our study indicate the need for the following targeted and tailored promotional campaigns and interventions:
- For males specific EAP support and wellness programs should focus on their needs in the workforce. Promotional outreach to men should be brief, factual, and focus on solutions instead of problems. Access to EAP services and stress reduction programs should be easy and reflect the communication preferences of males, such as through email and text messaging.
According to a 2005 Pew Internet Project, “Men pursue and consume information online more aggressively than women. Men look for information on a wider variety of topics and issues online than women do."
- Managers need to pay attention to female absenteeism since it may be a reflection of stress. EAPs offer manager training sessions designed to educate managers on how to identify employee problems, such as increased stress or frequent absenteeism, and how to refer employees to the EAP.
I was faced with huge parenting issues and needed to get help for my preteen/teen children, ASAP. My counselor is amazing. Thoughtful, soft spoken, kind, understanding and helpful. My children and I are getting back on track slowly but surely with the help of my EAP and our counselor.
- Personal problems and its resulting stress manifest on the job in areas of incomplete tasks, tardiness, difficulty concentrating and poor work quality. BDA recommends a robust promotional campaign to help employee address problems and stress before they become an issue on the job.
“I was reluctant about using EAP due to confidentiality and afraid how it would look to my employer. I have never asked for assistance and have always been a good employee so when I saw the flyer at my work advertising it, I took a chance and made the call. WOW, this was a great decision. P.S. Why didn’t I ever know about this helpful benefit sooner?”
- Employees aged 56-65 appear to be vulnerable to disciplinary action. The EAP can focus on stress reduction promotion, training and intervention programs to meet the generational needs of this population. Relevant messaging may include financial, eldercare resources, managing home and work stress, and preparing for retirement.
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