Long ago, I asked the advice of an Employee Assistance Program in dealing with odd behavior shown by one of my subordinates. EAP suggested a course of action–which immediately plunged me into hot water. My manager was annoyed that the EAP solution didn’t involve him. I was caught in the middle between an employee’s need for privacy and a manager’s need to be prepared.
That was my only experience with EAP but it reinforced a theme that often comes up when professionals discuss Employee Assistance Programs: the EAP isn’t understood, it isn’t trusted and, because of its limited view into office life, it may become yet another cause of stress rather than a solution.
Is that your experience? If so, is there anything you can recommend to make the EAP concept work?
Disclosure: I’ve partnered with Harvard Pilgrim on this sponsored post. However, the thoughts and opinions expressed are my own. You can find more ways to be well at HarvardPilgrim.org/CountUsIn and Let’s Talk Health Care.