Have you heard of Employee Assistance Program?
Last Saturday has left me with so much grief knowing that one of my best friends has been struggling in her personal life. Her eye-bags tell me that she has been suffering so much from terrible husband and his mother, a quite common scenario in Vietnam. From the view of an HR, there are so many issues employers need to be on alert, besides stress from work. Basic or complicated they affect mental and emotional well-being of employees, be it abuse, stress, family problems or simply physical disorder from work environment. This led me to the notion of Employee Assistance Program (EAP), which is not a common practice in developing countries, including Vietnam. This article is dedicated to discuss further what EAP is, how helpful it is for business and for its staff and why it has not become so common in Vietnam.
- What is Employee Assistance Program (EAP)?
EAPs come in many shapes and sizes, but in general they provide free, specialized services to improve work-life balance. It is completely free and confidential for employees addressing a broad and complex range of issues, either work related or non-related headaches. Employees are encouraged to come whenever they are under stress, mentally and emotionally for counselling, or to get follow- up service with their wellness such as alcohol, drugs or other substance abuse.
2. Benefits of EAP for employees
If your organization has an Employee Assistance Program (EAP) provider - and many do - you may already know it has great value as a coaching resource, as a career-rescue tool, and as a literal lifesaver for employees who are under severe personal and professional stress.
Confidentiality
Because EAP is run by a third party, all the information exchanged will be kept confidential from employers. Employees appreciate that resource where they can open up sensitive issues in complete confidence. There are no “black marks†in their profile that may harm their career.
Prompt Assistance
Usually an EAP is run 24/7 hence employees typically have access to it immediately. In the event of appointment for medical purposes, it can be arranged in just a few days. Employees are likely to be heard right away!
Prevent Escalation
Work stress can be accummulated up over time and potentially lead to conflict with other employees or even intensify into a violent situation. Seeking help from early stage of stress via the EAP can prevent it from turning into something more severe.
Personal Issues
Productivity of employees has a close link with how healthy they are, mentally and phsyically. An EAP can also help employees deal with issues outside of the workplace that can impact job performance. An EAP provides conselling and regularly check if people deal abusement, depression, grief over the loss of a loved one etc. Directly or indirectly, it can help them resolve these issues, or at least learn to face them so they won’t impact job performance.
3. Benefits for Employers
Because employees have access to a resource that can heal a potentially debilitating problem, some tangible outcomes of an EAP include:
- Increase productivity and efficiency at work;
- Reduce absenteeism or even turnover;
- Maintain a happier, more productive workplace;
- Promote employee self-managed care;
- Ability to minimize the cost of health insurance plan for emergency room visits expensive treatments;
- Less cost for accidents due to negligence or sickness.
4. How are EAPs administered?
However EAPs are run normally through a third party, it is critical because employees must feel comfortable speaking in confidence with a professional about their personal problems, without fear of losing their jobs or status at work.
Information about EAPs should be communicated regularly and clearly to employees regarding their benefits and free-of-charge. Managers can and should refer employees to the EAP if they are unable to resolve the matter through on-the-job coaching and HR support.
So EAPs prove to benefits both employers and employees. Yet, how common is this practice in Vietnam?
It is sadly not that common. There are still some reasons hindering EAPs’ popularity. First, employees don’t think it’s confidential. What if their managers know about their issues? Second, they feel there is a stigma for reaching out for help (especially for some men, who see this as a weakness). They are afraid of being judged! Third, they think they have to ask permission from their boss or HR; or they don’t know it exists. This is due to poor communication of how to use EAPs. Employees need to be assured that since it is completely voluntary and confidential to use this benefits, they don’t have to ask anyone for permission and that the information will not be disclosed in whatever situations.
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Considering all of those benefits, EAPs stand high chance to become a competitive benefit for employee in their Talent Management pipelines. What do you think?