No age group is exempt from feelings of isolation and loneliness. These trends are not expected to be reversed or arrested, in part due to social, cultural, and even business drivers (such as increased mobility and flux, which make it harder to form and maintain relationships). It is also driven by ubiquity of social media, which blur the lines between appearing, and actually feeling, connected. Suffice it to say that EAPs that emerged several decades ago to address such issues as alcoholism and drug dependency, face far greater challenges today. We have tools and body of evidence to do a much better job of identifying and treating current-day problems, but the prevalent EAP service delivery models described in the previous section ill-equip – indeed ill-serve – employers and employees who desperately need solutions.
All employees, including senior management, may eventually have personal issues that spill over into the workplace. Next-Gen EAP addresses not only the well-being issues that compromise employee productivity, and performance but also impact other key performance indicators such as retention, engagement, and healthcare costs. Support for senior leadership and human capital management: Next-Gen EAP offers expertise on the human side of business strategy, from crisis management to organizational resilience. Going digital: Next-Gen EAP increases ����������������� engagement and leverages technology to deliver personalized care through people’s preferred means of communication. Science-based screening, self-paced education and mindfulness exercises are supplemented with options to text with a coach, request additional services or speak directly with a licensed EAP counselor for in-the-moment support. The technology uses
Toward a Next-Gen EAP Next-Gen EAP is based on the following core principles: Success measured by outcomes shifts the focus to value, quality, and prevention that help keep employees from needing more costly medical plan services down the line.
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A greater range of access options lowers barriers to effective utilization – from digitally delivered screening, education and progress tracking to on-demand access to a licensed counselor via voice, text, or chat. Systemic, targeted outreach “normalizes the EAP”. Educating employees about the range of available life event support services helps to eliminate the perceived stigma often associated with seeking traditional EAP services.
KGA Life Services Because when it comes to work-life, experience matters most.
Participant-centered care models are transformational and contribute to higher quality service delivery and better participant outcomes. �������� EAP participants who play an active role in the management of their mental and physical health are more likely to follow their clinician’s treatment recommendations. They also have higher expectations of their provider in terms of advocacy, clinical customer service, and customized care.
Ask us how we can help enhance your EAP with KGA’s work-life fulfillment services. 800.648.9557 info@kgreer.com kgreer.com
The implicit function of an EAP is an organizational tool to retain talent and manage performance. 17 | W W W . E A PA S S N . O R G | •• • • • • • • • • • • • • • • • • • • • | JOURNAL OF EMPLOYEE ASSISTANCE | 1st Quarter 2020 |