Increase EAP Utilization Hack #14: Conduct Refresher Training for Supervisors in Using the EAP Properly

Let's continue with EAP Utilization Hack #17 (I accidentally skipped a number.) We are counting down ot #1. We're talking EAP refresher training. This is critical for EAPs, but few formally do it. It's guaranteed to boost utilization, both of self-referred employees and supervisor-referred employees. Refresher training is follow-up training that allows supervisors to examine their experiences in using the EAP over a defined period of time.

The goal of refresher training is to learn how to use the EAP effectively, manage difficult employees with greater ease, and clear up questions, misconceptions, or roadblocks common among supervisors that typically interfere with, or inhibit use of the program. Refresher training reduces risk to the organization because it increases the likelihood of employees with serious troubles getting referred.

Print brochure for WorkExcel.com "EAP Refresher Training" product.

For example, a supervisor meets with an employee and formally refers him or her to the EAP, but fails to phone the EAP first, send documentation, or request that a release be signed. The supervisor than hears nothing back, phones the EAP, can't get information because no release exists, experiences frustration concluding that the program is not very helpful.

When conducting refresher training, include lots of discussion around hypothetical referral scenarios, and education about common issues that interfere with referral:

Ideas for EAP Refresher Training! Put together your own program using these concepts below or consider use of WorkExcel.com materials.

1) Discuss the need to refer early and why. Discuss the ramifications and risk associated with delay
2) Discuss importance of communicating with the EAP before, during, and after the referral--not about the nature of the employees programs, but the the mechanics of communication, both when, why, and how all with the goal of helping the employee and salvaging valuable workers.
3) Explain the parameters and dynamics of the signed release
4) Clarify what is meant by mandatory referral, formal referral, informal referrals, last chance agreements, and firm choice agreements. Many supervisors confuse these terms and they all have different meanings and implications in the management of troubled employees.
5) Talk about reducing emotional involvement, unbridled anger, and power struggles with employees.
6) Talk about how to maintain control of the communication and verification process with the EAP.
7) Discuss manipulation to avoid referral and later employee failure to follow-up with EAP recommendations
8) See the products associated with refresher training at this link.

EAP Utilization Hack #15: Do Outreach with Post-Heart Attack Employees and Help Them Fight Depression to Prevent Premature Death

You have probably heard me encourage EAPs to look under every nook and cranny for real opportunities to identify unaddressed behavioral risk in organizations. New ways of applying the core technology can be spotted during the year if you pay attention and listen with the "3rd ear" while engaging with supervisors, counseling employee-clients, and participating in various work organization projects. Also, subscribe to a couple workplace wellness news feeds. Personally, I like Newswise.com -- it hits a lot of workplace related news that EAPs should pay attention to.
 
Today, I was scanning press releases on wellness, and spotted new research from Intermountain Medical Center in Colorado. Research conducted by this group shows that if you have a heart attack, your chances of dying over the next 10 years are higher if you suffer from depression after the heart attack, but rehabilitation can reduce this risk.

Can you guess what the opportunity might be for applying the core technology of EAPs to risk in this situation? The opportunity is encouraging employees and their family members to meet with the EAP after they leave the hospital following a heart attack. In your office, explain support services and screen for depression, encourage rehabilitation, follow up, and also refer them as needed to psychiatric help (med management) for clinical depression.

This is ripe territory for EAPs to make a difference, and the cost-benefit of this outreach can't be under-estimated in my view. So, I am declaring this an EAP Utilization Hack #15. (See prior posts for other EAP Utilization Hacks.)

In summary, the Intermountain Medical Center Heart research team (link shown below) compiled information from 7,550 patients who completed at least two depression questionnaires over the course of one to two years. These are patients who had heart attacks.

Patients were categorized based on the results of their survey as never depressed, no longer depressed, remained depressed, or became depressed. Following each patient’s completion of the last questionnaire, patients were followed to see if they had any major cardiovascular problems such as a stroke, heart failure, heart attack or death.

At the conclusion of the study, 4.6 percent of patients who were no longer depressed had a similar occurrence of major cardiovascular complications as those who had no depression at all (4.8 percent).

Those who remained depressed, however, and those who became depressed throughout the study, had increased occurrences of major cardiovascular problems — their rates were 6 and 6.4 percent, respectively. Treatment for depression resulted in a decreased risk of cardiovascular risk that was similar to someone who didn’t have depression.

So EAPs, the strategy is to talk more about depression, how's its treated, and educate people about this brain disease. Encourage self-referral, and follow up during the year. I suggest you read these heart-related research studies on depression and its impact on cardiovascular health. See if this avenue of EAP utilization improvement doesn't make your EAP one that has greater value, and hopefully one that is less easily contracted out to managed care. You may also save a few lives along the way.

Increasing EAP Utilization Hack #16: Use a Good Health Supply Line

I want to share with you an employee assistance program utilization improvement hack I created that will help boost your EAP utilization nearly overnight. It is called the "Good Health Supply Line®". I created this service as part of the EAP program I owned in the early 90's, but since I have never seen it duplicated, I thought I would share it and let you consider it for your EAP. You are welcome to use this idea by changing the name of the service to one you find suitable, but different than mine. The following background and rationale for this utilization hack is obvious. Many employees will never phone the EAP, and so you need to make every reasonable attempt to reach them. This does the trick. Create an order form with a large menu of wellness topics that include handout titles, tip sheet titles, or booklets on workplace wellness topics, such as those distributed by Abbey Press using their product called "CareNotes." Or, you can use the workplace wellness tip sheets from WorkExcel.com (purchase the entirely library here). On the order form, allow employees to confidentially choose five topics/titles. The form should be mailed via U.S. Postal mail to the EAP office. The EAP then fills the order and mails it back to the employee or family member. Distribute a postpaid envelope with it the order form for best results. Emphasize confidentiality. Only the EAP will receive the order from the employee. Postal mail is confidential of course. The beauty of this outreach technique is the opportunity to promote your EAP with a cover letter designed to encourage the employee or family member to visit the EAP for the issues or problems that concern them, identified in the titles they chose. Do this once per year. Have the employer to reimburse the EAP directly or make it a part of your service. The titles of the booklets distributed to employees are not shared with the employer. This is also an important part of the service and key to its effectiveness.

Increasing EAP Utilization Hack #17: Distribute an EAP Supervisor Newsletter

Create your own supervisor tips newsletter, or use ours, or someone's to build relationships with supervisors so they will naturally refer more often. You'll get more more EAP referrals, more at-risk employees, and you will see more alcoholic workers. Make it short. Make it sweet. Make it easy to read and relevant to supervisory issues, especially relationships, conflict, leadership, morale, productivity, team building, attitude issues, communication, and improving employee engagement. Send it monthly for maximum top-of-mind-awareness, not because I think you should, but because that is what is needed. Every marketer will tell you this--frequency is king, not quantity. A two page newsletter sent monthly is 50% more content per year than a four-page sent quarterly. And a 2-pager is more likely to be completely read. This is how you boost your EAP utilization. You also deepen your integration within the organization. Supervisors "sit" on troubled employees and often do not refer them until a crisis hits. It takes some nudging to get them to loosen their grip. This requires them trusting you, and then thinking of you first when a incident (or crisis) occurs. So also regularly educate supervisors about the EAP, how to refer to it, all the nuances associated with communicating effectively with you, how to avoid armchair diagnosis, how to follow up, how to help the EAP maintain and nurture the perception and reality of confidentiality, and remember to put yourself out there as a consultant regarding documentation, coaching, referral to the EAP, motivating of employees, engagement, conflict resolution, morale improvement, and making performance improvement plans more effective. You will grow your influence. Here is a sample supervisor newsletter and information.

EAP Utilization Hack #20: Make and Rotate New EAP Posters Every Six Weeks

Increasing EAP utilization is about visibility, promotion, and efforts you take to keep your program "top of mind." This means employees develop reflexes for thinking about the EAP as a "fix" for their problems. When people are in pain, they think of resolving that pain. If your EAP offers solutions  that employees can connect to their problems, they will phone. This is why you should be specific about the solutions you offer and link them to specific problems in promotion in your promotional efforts. Also, the magic is to never to underplay the importance of mentioning confidentiality in every communication. You are always marketing confidentiality because there are always forces real and imaginary that are marketing against confidentiality. One promotional technique that doesn't get enough appreciation is EAP posters. This is why I distribute a free EAP poster periodically. Three things make EAP posters work: 1) Relevance to the work culture (that means you must create them with a relevant message. Fun and easy.; 2) Rotate them or post new ones every six weeks. Six weeks is the magic number I came up with where I believe things like posters and flyers of any sort become invisible to those who have seen them 11-12 times; And 3) Problem specific. This means creating a poster that focuses on something like "Seasonal Affective Disorder" or "Teens and Drug Abuse" rather than the general as in this bad example: "When Times are Tough, the Tough Get Going to the EAP" (gag me). Okay, now you know about EAP Poster Technology.

EAP Utilization Hack #21: Do EAP Refresher Training with Supervisors

Many good employee assistance programs have closed down, consolidated, or been turned into 800 hotlines over the past several years. Will it happen to you?

Many of these solid EAPs lost the battle to stay open even while they were pointing to lives saved as a result of their services.

Over the years, I have identified a few contributing factors to this sort of tragedy. The leading factor that stands out is a lack of difficult employees referred by supervisors as the only way they could have possibly gotten help--under duress, with the leverage of job security motivating their choice to use the EAP, and then following through with recommendations given to them.

That's it in a nutshell.

You see, self-referrals are a good thing, but telling top management that they would never have used an 800# hotline--only your EAP--to get help is not going to be believed. If you use this line, then I can guarantee that you will soon be putting your office plants in a cardboard box.

Supervisor referrals of the most at-risk troubled employees, however, are completely different story.

The most difficult and problematic employees don't use an 800 hotline. Their level of denial and over-adaptive use of defense mechanisms preclude self-motivation and insight.

Instead, these employees reach the EAP because of constructive confrontation by managers, often where declining the formal supervisor EAP referral means termination for performance issue. This constructive coercion (which is really what it is) is the dynamic that saves lives. This is leverage.

You can increase the number of these valuable supervisor referrals, and it may help you not become a statistic. Click here to see two products to grow your EAP utilization with formal supervisor referrals.

Blog Note Update: EAPs and Emergency Room Relationships

I was talking the other day about improving EAP utilization and helping more employees with substance abuse problems by developing relationships with local emergency rooms--- and letting them know that you can do follow up work with patients who are eligible for EAP services at companies where you happen to provide EAP services internally or externally as an EAP vendor. Well, I got a press release today about something similar. I thought you'd like to see it. It dovetails into my earlier post on this subject but addresses intervening with people in the Emergency Departments by screening them for suicidal ideation and recent attempts, or indeed the primary reason for their current visit associated with a failed attempt. Recent research called sought to examine whether universal suicide risk screening is feasible and effective at improving suicide risk detection in the emergency department (ED). The findings were positive. The researchers do not have a recommendation along the lines of be sure to "Ask the patient whether we can have your EAP contact you confidentially and follow up," but I can say it here--get this going. Universal suicide risk screening in ERs is feasible and it leads to a nearly twofold increase in risk detection--and I am postulating that along with EAP involvement, even fewer deaths ultimately will be prevented.  If these findings remain true when scaled, the public health impact could be tremendous, because identification of risk is the first and necessary step for preventing suicide. Do you have our latest brochure with the free download link? http://eaptools.com/1.pdf -- check it out.

EAP Utilization Hack #22: Get an EAP Newsletter and Distribute It Monthly--NOT Quarterly

You may have heard me say this before but a quarterly EAP newsletter is a sheepish frequency. You won't see much impact from a quarterly newsletter, because typically they are four pages with lengthy content that don't get full read, and frequency is not going to deliver the top of mind visibility you need to stay in front of employees and have them remember you when personal problems arise. So, get a monthly publication of some sort. Here is a popular method with EAPs who get enormous impact:

EAP Utilization Hack #23: Create a Video to Orient Employees and Family Members

If you don't have an EAP orientation video on your Web site because it sounds too expensive or complicated, let me give you the story on doing this simply.

You can create such a video yourself--more useful and effective than a Hollywood movie--with professional narration that discusses the use of your program. You make it from a PowerPoint.
This is very easy to do and it can look stupendously professional.

You may have everything in-house to do this yourself already, but using an organization like www.Upwork.com, you can find 3-4 professionals, each with their own skills to piece together such a project for about $300-$500. Such a video will also help you compete in EAP proposals and in responding to RFPs because it will drive EAP utilization up, thereby reducing behavioral risk from at-risk employees.

Here are the steps:

1) Create your script. Make it about 15 slides. Plan 25-30 words (no more per slide.) Brainstorm with staff what will be in this PowerPoint. This entire move will last about 4-5 minutes.

2) Get a professional voice to create 15 mp3s from the scripts above. This will cost you about $25-$50.

3) Get a PowerPoint expert to create the slides with professional graphics. This will cost about $150-200. You can make awesome professional PowerPoints yourself by visiting www.slideshare.net and copying the techniques you see. Easy peasy. 

4) Get another PowerPoint person to sync the words with the images, and with the voice files that are inserted as sound objects using PowerPoint. This will cost about $50. If you understand PowerPoint, you can do this yourself.

5) Create a video from the PowerPoint Show using a software program like Wondershare or PresentationPro to turn the PowerPoint into a video. This software is about $200, but well worth it. You will use this in the future like crazy for other videos you can make.

Your done!!

Now you have something you can show in an auditorium with a laptop, put on the web, or put in a DVD. The real value of your video is reaching family members and otherwise unreachable employees who are not familiar with your EAP (yet). You can also email the video link anywhere.

The ability to work with family members is part of the historical purpose of EAPs. It is also part of the EAP standards. Managed care EAPs play this down, don't promote it, or avoid it altogether. Don't let this be you.

Use bitly.com to create a custom link to your video that is easily remembered. Try something like bit.ly/your-eap, etc. Put in the emails, in your EAP newsletter, on business cards, an on EAP posters.

The above could skyrocket your EAP utilization. To see an examples of EAP orientation or "what the EAP can do for you" PowerPoint and Video, visit the preview page at WorkExcel.com

#EAP #employee assistance programs

Improving EAP Utilization Hack #24: Engage Hospital Emergency Rooms to Refer Employees

If you could sit in an emergency room for a week, you would discover that about 3.5% of admissions would be alcohol-use/abuse/ism related and diagnosed upon admission by the ER docs.

There are many more patient admissions to hospitals that are in some way related to addictive disease, but are not necessarily treated or addressed. Many are ignored. In this case above, I am talking about obvious injury or health problems attributed to alcohol use/abuse. 

Many of these patients are in an acute state of remorse--a crisis exists--and the opportunity to successfully motivate them to enter treatment is high. A referral for help is easier than it will be tomorrow. As a bonus, a family member or concerned friend often accompanies these patients, and they add leverage and influence in the referral process.

If an ER patient is an employee of a company that your EAP serves, an eventual referral of the patient to your EAP by the ER staff during the ER visit could be a way to boost EAP utilization and your alcohol-related stats--the most precious kind.

The key is having the medical staff AND the social workers in the hospital know that you are available via referral--and having them remember your EAP. It's tricky. They should also be encouraged to have the patient phone the EAP at the ER (24/7 if need be) and leave a message for you to get back to them. In other words, this ball should start rolling immediately. The patient should not be sent out the door with just an EAP business card or number on a post-it note. You can kiss this sort of referral good-bye.

ERs will love you for this help because hospitals must refer patients to appropriate resources in the community, and why not have this be you? You can help them avoid the time-consuming brokering role by making yourself available, do an assessment, and motivate the patient/client to accept an appropriate level of care.

You need to create a communication system to help ensure a busy 3-shift, high turnover ER department remembers you. I can't say I know exactly how to do this, but I have ideas. I have walked the walk on this post by the way, but I did not have the communication piece right. If I attempted this again, I would simply send a monthly newsletter like Frontline Employee with a message or specially not on it after doing an inservice that provide CEU/CME credit.

Think about this EAP utilization hack #24. Make it work, and you may increase the relevance of your EAP, save more lives, and keep your program from becoming MCD'd (Managed Care Demised)

*Source: Page 20-22 of
http://pubs.niaaa.nih.gov/publications/NEDS&NIS-DRM9/NEDS&NIS-DRM9.pdf

EAP Utilization Hack #25: Educate Employees with a Family Empowerment Model of Alcoholism Intervention

I phoned the National Association of Social Workers about 20 years ago and spoke with the General Counsel (top dog attorney) about doing interventions using the traditional Johnson Institute approach (the approach where a counselor sits and "lightly guides" a family in confronting a practicing alcoholic to motivate them to enter treatment using a planned meeting that does not include the alcoholic knowing its true purpose.)

The advice was: It's unethical.

Why!? The lawyer said at the time that it violates client self-determination principles because the alcoholic family member is unaware of the true nature of a surprise family meeting. This could get a licensed professional in the helping professions sued. Working for a hospital at the time, I decided upon a different route (you know how paranoid hospitals are) and developed a "Family Empowerment Model" as I called it. It was also an adaptation from Scott McMillan's work and Ron Rogers work with inpatient alcoholics and their incredible writings on addictive disease. The gist: Using influence and leverage that naturally exists in relationships can help family members be successful in conducting interventions with affected loved ones. The upside of the Family Empowerment Model is teaching others to do interventions more easily, being able to teach more people faster, and reducing risk to the intervention specialist who does not meet with the alcoholic at all. The other upside is teaching intervention skills and allowing the family members to make a paradigm shift to seeing the alcoholic as responsible for treatment and getting effective help, making it non-negotiable, giving up on making addict responsible for the illness. Once this shift is made, which must be routed in education about addictive disease and its bio-genic nature, then all family members become unified, as a runaway train to get the alcoholic enter treatment--and insist so strongly, that they use every incidental crisis that follows any failed attempt--to do it again and again until they are successful. Have you noticed after 50 year,s how few JI traditional "family interventionists" are in your community? I bet you can't name more than one or two, if any at all. Why? If the JI model is so effective, how come there aren't dozens of mental health professionals in every town practicing it? One reason: It's hell. This approach is stressful, time consuming, risky, and costly. It requires an inordinate amount of time and it is not reality based. Why? Simply put, 99% of drug and alcoholism treatment admissions to hospitals occur as a result of family members saying and doing, accidentally on purpose, what worked to motivate the alcoholic or drug addict to enter treatment. They used leverage (the power of resources possessed by one or more persons in the relationship with the addict) and influence (the weight of the relationship's value and what it truly means to the addict) as the key drivers or tools to motivating the alcoholic to enter treatment. If you made it this far in this post, here is what I want to say to EAPs: Teach this stuff to employee clients to boost your EAP utilization.

#family intervention  #alcoholism intervention

Can You Say to An Employee: Don't Worry Nothing About EAP Attendance Goes in a Personnel File?

As EAPs get more "morphed" into insurance programs, I am discovering that many EA professionals can't answer the question definitively about whether the host organization has a strict policy of not mentioning in any personnel record ever whether an employee participated in an EAP program. The most common reasons employees hesitate to visit an EAPs are fear of the unknown, being asked personal questions, and confidentiality concerns. Even an outstanding EAP with solid communication strategies and excellent internal relationships will from time to time need to surmount the fear employees have about confidentiality. It should be standard practice to have no personnel records reflect participation in the EAP and organizations should hold themselves accountable in this regard, if not legally liable to underscore the importance. No EAP is worth a hoot without being able to assure employees of this provision and point to it in a company EAP policy in the employee handbook. Can you do that with your organization or every organization you serve if you are an EAP provider? This would be an easy question to answer 30 years ago. Now, it appears many EA professional aren't too sure. Since many EAPs are external providers or far removed from policy development (unlike yesteryear) they may not have the slightest ability to intervene with this issue. If you want to have the most at-risk employees never come to the EAP, make sure everyone knows that personnel records may or may not, depending on circumstances, possibly contain a record that an employee participated in the EAP.

Powerful Strategy for Traditional EAP Impact and Relevance: ONBOARDING

Have you heard of the term "onboarding"? If you are not familiar with this term, which is part of the human resources lexicon, chances are you are NOT maximizing your ability to become a more highly integrated, relevant, and indispensable part of your work organization. And, your EAP may be at risk as a result.

Onboarding is a way to socialize employees who are new to the organization. It is a recognized procedure and purposely designed system to help new employees become knowledgeable about the organization and understand the many cultural nuances and important behaviors to practice that will help the new employee be successful. Part of the onboarding process is always to meeting effective and important employees or managers within the organization--the inside players, who can point the way toward the employee's success.

If you think that this post is about making sure you conduct EAP orientations for new employees, it's not. Onboarding is much more. It is about employees meeting YOU--the EAP personally--where you can engage them individually and COMPLETELY AND UTTERLY DESTROY myths and misconceptions about the EAP that are certain to permeate the employee's awareness about what you do and who you are. You get first crack at establishing a relationship with the employee and immunize them against counterproductive beliefs concerning the program, particularly, lack of confidentiality.

You can make an impact on this problem without a one-on-one interview with each new employee. To the degree possible, you need to figure out how to make this happen. I am working on a powerpoint video, web course called 25 Ways the EAP Can Help. When it is done, you should get it. And you should make it a part of your "onboarding" requirement for every employee. Then, watch the impact of its use.

I think you need to use this product IF you can't personally meet with every employee. In the future, I will make a web course out of it with 25 questions and a Certificate of Completion. It will powerfully and very simply, drive home the value of EAP in ways employees have not typically considered. It will improve top-of-mind visibility and EAP utilization, probably overnight.

You will be able to directly email the link to this movie to any new employee or hundreds of new employees and the exact same time if you have an email list for your use. 

Okay, enough preaching. Go to this link below on Wikipedia and read about "ONBOARDING". When you do, I want you to keep this thought in your mind: How is this process of onboarding relevant to EAPs and is there a role for the EAP in being closely associated with it? What is the value to the EAP for being included beyond employee orientation sessions, that may or may not be attended by every employee? What might employees learn from the EAP during an "onboarding" meeting that may cause them to return to the EAP in the future. How could onboarding help dispel myths about the EAP that would increase its utilization? How could onboarding keep our EAP from closing down, being farmed out to managed care, or severely cut? How could onboarding make the EAP a more inclusive part of the work organization's culture? OK, now ready all about Onboarding

^{http://en.wikipedia.org/wiki/Onboarding}

Sell the "Sizzle" in EAP Solutions to Boost Utilization and Penetration of Risk

You are not just an EA professional, you are also a marketing director. This means you have to sell your services, not just tell people what they are. Do this marketing work effectively and you will create emotion in  your audience and they will pick up the phone more often to call for help. In emails, brochure, or other communications talk about "promises" of the EAP. It is a great way to help your mind and language in written communication shift to "benefits" rather than features of your services. This is what "hooks" your EAP client. For example, if an employee comes to your office for help with a financial problems or debt crisis, what are the promises for getting that problem resolved? Sleeping better, less fear, worrying less, and a more hopeful future of course. Employees with financial problems think more about the loss of these things than debt.

Speaking of debt problems and employee assistance programs, consider more outreach in this area if you are not doing so now. People use a lot of denial and magical thinking to deal wit their financial problems. 

A recent MetLife Study of Employee Benefits Trends discovered that about 44% of employees live paycheck to paycheck, and nearly 60% are very concerned about having enough money to make ends meet. Most people would agree that financial stress is difficult with its accompanying worry and distraction, but this is only part of the story. 

Many people endure financial stress alone because of stigma, fear of being judged by others, or feeling guilty because of overspending. These issues can keep employees from seeking help, even from the most trusted EAP. Financial stress can contribute to headaches, backaches, ulcers, increased blood pressure, depression, anxiety, and panic. Many employees will cope with financial stress using denial, magical thinking, and or coping strategies that relieve fear, but don’t solve their problems. As problems worsen, risk increases for falling prey to payday loans, internet schemes, gambling, or other high risk remedies. Financial problems diminish one’s sense of autonomy, feelings of security, and self-control. So with financial problems come increased workplace absenteeism, diminished workplace performance, and depression. All of these things can adversely affect productivity. Print this form and fax it to get a free trial to FrontLine Supervisor Newsletter to get more good stuff like this and drive more referrals to your program. Print this brochure and fax it. Just mark on it "Dan, just give me a free trial. Don't bill me."

Careful! Don't Serve Up Problems with EAP Concierge Services

Concierge services - non-traditional helping hand services provided by EAPs and other work-life businesses to help employees resolve everyday work-life problems are gaining hold in the EAP field--well, here and there. A recent post on LinkedIn from a EAP in the United Kingdom got me thinking about this topic again.

The fragile rationale for the inclusion of concierge services in EAPs is that if you can't walk your dog and are worried about the carpet at home, this distraction isn't good for your employer's productivity. Hence a leap forward to providing a helping hand to employees that gets the logistics and worry off the employee's mind to free that brain up for more productivity.

I have one reaction to this: What is the "spirit and intent" of the EAP Core Technology?

Skeptics argue that such "concierge" services are the creations of the work-life industry and move away from what EAP services are all about. Others paint a rationale completely consistent with the core technology. 

The reality of course is that competitive pressures to keep EAPs in business (otherwise known as the market economy) are turning some EAPs into do-it-all for you, one-stop resources for employees. Is this practicaal and protectionist or it shooting EAPs in the foot?

Is this an evolutionary step in the EA profession? Or, is it a step away from behavioral risk management, hands-on help for troubled employes, and better penetration into unmanaged risks in the organization associated with human behavior that only REAL EAPs can identify and dislodge? Does it contribute to a loss of focus for the profession, thereby making it ever more vulnerable to being hijacked by managed care?

In many ways, EAPs have always provided some concierge services. I remember a kindergarten teacher phoning to say she was completely frustrated with AMTRAK for billing her $850 twice for taking a bunch of students on a field trip to New York. After four months and getting nowhere fast, she called the EAP. Yes, we took the case. After all, she does not have the time at work to be on the phone all day. About an hour of bird-dogging AMTRAK and the problem was solved. Concierge service? Perhaps, but is this proof that EAPs should dive in head first into this shallow water? If you argue yes, would you post a sign outside the EAP door that advertises "consumer affairs problems solved here?" What about your brochure?

Will these services build your utilization rate? Yes, but at what ultimate cost? I hear the siren's wail on this one? I think it is a shipwreck for the EAP field to venture this direction. I would argue you could make it easier to get farmed out. 

I think there is something called the “spirit and intent” of the EAP Core Technology. It requires an honest assessment of whether activities of your program match it because the profession is fewer in number this year than last--with many EAP closures only since 2012. I don't think concierge activity is what I would call a salvation related activity.