EAPs and their importance in the world of work will be stronger than ever in 2022.
Whether employers understand this importance is a marketing question for the EAP field.
Workplace Mental Health Trends for 2022 (see link below) have "EAP" written all over them, but this survey-based article from a few days ago, unfortunately, doesn't mention EAPs. This is a marketing problem for the profession, but it is also your opportunity because real change always begins at the ground level.
Historically, EAPs have been fairly active with cost-benefit research, but it is my observation that relationships and engagement is more fruitful than cost-benefit studies when it comes to keeping a program going.
It's hard to beat a Chief Financial Officer with a spreadsheet who reports to corporate leadership. But relationships and impact have a chance.
The adage, “relationships matter,” is key to core tech, high touch, effective EAP growth and survival.
This article on workplace mental health trends for 2022 is one EAPs should examine.
Ask, “How can I apply our program and our services to the needs mentioned or implied in this report?” Doing so will help you clam the high ground with your unique skills and abilities. (Hint: Do your own 2023 trends report for corporate clients next year.)
Unique EAP workplace skills, abilities, and values include: 1) policy codified client confidentiality; 2) deep and broad multi-level penetrative access to the organization; 3) engagement skills and opportunities to practice them; 4) referent authority by management (you're the pro); and 5) the ability to spot behavioral risk challenges in real time as they emerge and then propose solutions.
The latter is where this article’s importance and EAP abilities converge.
See the following link which surveyed 1500 HR professionals and what they anticipate and need in the coming year.
