Control workplace stress with employee-assistance programs
Every business owner desires productive and content employees. With a slowdown in the economy and discussions of war, gas prices on the upswing again, the financial crisis and increased layoffs, many Americans may be experiencing high levels of stress.
One of the biggest strains employees currently are dealing with is the ongoing recession. Whether an employee has been personally affected, everyone is feeling some tension from the recession. When asked about the recent financial crisis, almost half of Americans said they are increasingly stressed about their ability to provide for their families basic needs, according to the American Psychological Association’s 2008 Stress in America Survey. The survey reported money as the top source of stress for eight out of 10 Americans.
Personal problems – even outside of the office – can translate into personnel problems. According to Mental Health America, more than 90 percent of employees report that their mental health and personal problems spill over into their professional lives, and have a direct impact on their job performance. These same problems also can result in lost productivity for co-workers who often are tapped to pick up the slack for their crestfallen colleague.
Mental illness and stress cost the United States $150 billion in lost productivity each year and U.S. businesses foot up to $44 billion of this bill, MHA reports. In fact, an estimated 1 million employees miss work each day due to workplace stress, according to MHA. While employers have no control over fixing the economy, or the personal stressors of work for that matter, they can lead employees to resources to help them better manage those issues. In an effort to find a solution to this costly issue, many large corporations created special programs to confidentially assist employees with personal issues.
Traditionally, small- and medium-sized businesses did not supply employees with access to these types of programs due to the lack of resources required to effectively implement them. But that’s changing, thanks in part to the influence of professional employer organizations (PEOs), human resource management companies that offer big-company benefits, administrative relief, reduced liabilities and improved productivity for small- and medium-sized businesses.
Employee Assistance Programs (EAPs) – corporate-sanctioned, confidential counseling and referral plans – are a cost-effective way to address productivity-sapping issues, while respecting an employee’s right to privacy. EAPs can offer employees access to trained professionals to get help with issues including financial concerns, stress management, job performance, even substance abuse. When offered as part of a benefits package provided by a PEO, EAPs are available at no cost to the employee.
A study conducted by Optum Care24, a major EAP provider, produced similar results with self-reported productivity (on a scale of 1 to 10) soaring to an average of 8.26 from a pre-EAP average of 4.82.
EAPs can provide companies a variety of benefits including:
• Reduced absenteeism
• Increased productivity
• Lower hospitalization costs
• Fewer workplace accidents and
workers’ compensation claims
• Lower turnover
• Improved drug-free workplace
compliance
Employees reap big rewards as well, with 90 percent of respondents in the Optum survey reporting that they had followed the recommendations of their counselor or consultant and experienced significant improvement in their situation:
•80 percent reported decreased stress
• 82 percent said they experienced
improved health and well-being
• 77 percent found that performing daily
routines was easier and more efficient
• 57 percent said they were more
productive at work
• 46 percent had lower absenteeism rates
Helping employees manage their mental health is becoming an essential role for businesses, particularly during the current economic crisis. When workers are actively pursuing ways to control their stress and depression, morale and productivity is improved. In the long run, employers who take the time to help employees through rough patches make long-lasting impressions down the road.
EAPs, offered through PEOs such as Administaff, supplement a comprehensive package of human resource services, including payroll processing, employee benefits management, retirement services and assistance with government compliance.
Business owners have enough worries with increasing government red tape and the growing threat of workplace lawsuits. But with more than 90 percent of U.S. employers classified as small businesses, expanded access to EAPs is critical to the national and local economic well-being, as well as employees’ personal well-being.
Laura Simmons is a team manager in Fort Worth for Administaff.
