As you know, I am very biased. I believe that EAPs are invaluable tools for helping employees and workplaces. And lots of time, the value doesn’t get noticed. Well, this blog will highlight another element of EAPs that demonstrate teh need for high quality. Most folks know of Employee Assistance Programs (EAP) as a place for individuals to go when they are in need of help. Traditionally they have been for folks who are experiencing serious problems. But EAPs do a lot more and often people are not even aware of those things. In fact, EAPs are able to provide a lot of preventive services such as finding legal or financial resources or child or elder care. But a little publicized yet critical service offered by an EAP is Crisis Response. This occurs in consultative services as well as having the EAP come on-site to assist employees and leadership in dealing with a crisis at work such as a death, bank robbery, shooting or workplace violence episode.
There are many sensational stories such as the Virginia Tech shootings of a few weeks ago but there are also a lot of events that occur outside of the public eye. Here are some examples of a typical 4 week period that just occurred with Perspectives EAP that required immediate response.
- An organization recently had two events occur within a very short period of time. One involved the suicide of a former employee and the other the death of a well liked current employee. Our specialists helped the HR and management teams deal with the employees and family members effected. They also assisted them in dealing with the inevitable stress that arises when these situations occur. We will remain available for the employees and the organization for as long as it takes to recover from these traumas.
- At another organization, an employee called because he was deciding which of two plans he should use for killing himself and our EAP specialists called emergency personnel to get him to the hospital. The next day one of our counselors contacted the employee and spoke with him while he awaited admission to the hospital. We will follow up to make sure he gets the help he needs and continues on a program that will hopefully enable him to deal with his emotional pain successfully. And again, we will work with the organization to help them deal with any organizational stress this situation caused.
- In another situation, a manager called the EAP to let us know that one of his employees had discussed his plan to commit suicide and got him to call the EAP. Our EAP counselor spent time with him on the phone and got permission to contact the employee’s family and psychiatrist. We will also reach out to the manager to make sue that he is supported in his own possible reactions.
- An employee called at his supervisor’s request after telling his supervisor he was not feeling well and was having multiple life problems. The employee revealed to the counselor that he had just attempted to kill himself at work prior to talking to supervisor. Although the employee disconnected the call when safety measures were discussed, police and work site follow up pursued, resulting in employee being voluntarily hospitalized. Again, we will work with the supervisor to support him around his feelings.
These are just some of the many incidents that occur on a fairly regular basis. It hopefully shows you the value of a high quality EAP and the complexity of work that goes into dealing with these types of traumas. So the next time you are considering contracting with an EAP, make sure that these services are a part of their expertise. This type of service is a major part of what the EAP does and should be doing. It can save lives and create an environment that fosters safety, security, loyalty and productivity.
Tags: crisis management, EAP, employee assistance
We spend alot of time in this blog extolling the virtues of having a quality Employee Assistance Program (EAP) or Sudent Assistance Program (SAP). What happened yesterday is yet another reason for having one available. The horrible shooting that occurred yesterday on the Virginia Tech campus should cause us all to pause and think about what we should and can to prevent this kind of thing from happening. But as we see by the fact that this is the second time that this has occurred at that college, no matter what we do, it can happen again. In fact, the university is getting kudos for the communications system that they implemented in order to warn students and keep them updated as to the status of the incident. So the additional steps necessary must include remediation and support efforts should one of these incidents occur.
This is where the EAP comes in very handy. Quality EAPs and SAPs should be available to provide:
- on-site Critical Incident Stress Debriefings (CISDs)
- consultation to assist the HR and emergency responders
- counseling services for faculty, staff, students and anyone else who may have been impacted
- dissemination of pertinent information so that people have tools for coping with any residual reactions
Often organizations and institutions are afraid that talking about these kinds of traumas will cause more problems so they choose to minimize them. Believe me, there is nothing further from the truth. In fact, having open discussions or at least advocating these creates a sense of safety amongst students and staff that tends to speed up the recovery process.
So, if you really do want your folks to feel safe and have better coping skills, get on the phone and CALL YOUR EAP!
Tags: CISD, counseling, Employee Assistance Program, SAP, shootings, workplace shootings, workplace violence
If you don’t know who Jerry West is then you aren’t a real basketball fan. But, please don’t stop reading now if you don’t know him because this blog is about a talented basketball player and a courageous man who spent a lifetime fighting depression. And now he is sharing it his new autobiography, “West by West: My Charmed, Tormented Life” (Little, Brown & Company).
This is by no means the first time that a major sports figure has shared his story and given us more than the joy and glory. But hopefully this one will enable us all to see that the pain of depression doesn’t have to be hidden. For far too long, we have shunted aside “depression” due to our fear of facing it. It’s not like any other disease (and it is a disease, not a character flaw) in which employers and employees rally around the victim and help them deal with their pain. Its not like cancer or heart disease where people can openly discuss it at work and those suffers feel free to go for help. No, it is a disease that is surrounded by shame. Those who suffer from depression are ashamed to discuss it and fellow workers are afraid of it which leads depression to be a SILENT killer. That’s right. And, if left untreated, it can lead to catastrophic results for the sufferer, the family, the organization and the community.
According to the CDC,
- over 8 million people seriously considered suicide
- 1,100,000 of those attempted suicide
- 678,000 who attempted suicide required medical attention
- 500,000 of those were hospitalized
- 33,700 actually committed suicide
Needless to say, those are staggering numbers. And I am not even talking about the costs to industry, the health care system, and our overall community.
And the worst of it all is that, with help, it is very treatable.
So, what can we do? Well, the first step is to get it out of the closet. Let’s begin to talk about it and educate people so that we can eliminate the shame. That would enable the suffers to feel more comfortable asking for and getting help. It would also help those of us who work with folks who are suffering, to be supportive and know when and how to get these people help.
There are resources available. Begin with your EAP. They can help you to design educational programs in the workplace so that fellow employees can spot issues and know what to do. Here are some others:
- Working Minds: What Workplaces Can Do About to Prevent Suicide
- Contact Screening for Mental Health to learn about online screenings
Most importantly, let’s all become a part of the solution and help to lift the veil of shame.
Oh yes, one more thing. Thanks Jerry. I remember watching you and marveling at your on the court skills but most importantly, I always admired your drive to win. But this could be your biggest victory.
Tags: depression, EAP, employee assistance, Employee Assistance Program, Lakers, NBA
Well, well, what a surprise. “Help Wanted: a Good Therapist” was the lead article today in the Wall Street Journal’s (WSJ) Personal Journal section. Maybe we are finally recognizing in our business publications that mental health is important and that opening the topic up may just break the stigma attached for people in need of counseling.
Great start but . . . I am not sure that I agree with the advice given. The article appropriately talks about how difficult the search for the right therapist can be. More importantly, it talks about the irony in that the search usually occurs when the person in need is feeling most vulnerable. So far so good. But then the article gives information about the kinds of questions that the would-be patient should be asking.
Excuse me but does that make sense to you? Would you sidestep your primary care physician to get specialized help or would you want to rely on her to help you identify what specialists would work? I think the latter. So why would you go to a friend, the yellow pages or some other source who is unfamiliar with you, your needs and the best resource available to provide therapy? The answer: You wouldn’t.
And, by the way, how, when you are in crisis and not aware of what you need, would you know which questions to even ask. Or, if you did know the right questions, how would you know what answers to look for that fit your needs? Again: You wouldn’t.
So, why doesn’t the WSJ offer Employee Assistance Programs (EAP) as a solution? Not sure of the answer to that question but I am sure that EAP is a good solution. And it is available to alot of people, especially if the EAP follows good EAP standards and provides service to employees and their significant others even if they are not covered insurance beneficiaries. And, better yet, the service is paid for by the employer. So here are the facts:
1) EAP is free to users going beyond mere family members
2) EAP is confidential
3) EAP provides a neutral assessment that aims to MATCH the would-be patient with a therapist that fits their personality, geographic, financial, gender, religious, ethnic and language needs (to mention a few).
4) EAP can sometimes even provide short term, goal-focused counseling within 6 to 10 sessions depending on what is offered.
5) EAP makes the referral and follows up with the therapist and would-be patient to make sure that the connection is a good one; all under the strictest of confidentiality.
It seems to me that this would be a good way to increase the likelihood that the would-be patient is getting the kind of help that they need. So, Wall Street Journal, let’s tell the whole story!! Use EAP.
If you are in need of help, don’t be afraid to ask for it. It isn’t shameful. In fact, it is very common for people to experience emotional or psychological problems. Ask for and get the help you need and use your EAP to help you get it.
Tags: counseling, EAP, employee assistance, Employee Assistance Program, Mental Health, therapy, Wall Street Journal
When we read or hear about drug abuse in the workplace, we often think of the common street drugs like cocaine, crack, marijuana, amphetamines, etc. What we don’t hear about however and what are fairly common are prescription medications. Yes, that it right. There has been an upsurge in abuse of prescription medications in the workplace.
Although it is not usually thought of as a workplace, the entertainment industry certainly fits into that category. Perhaps this is a timely topic what with the Michael Jackson trial going on. We are hearing all the testimony about what happened and, since it is such a high profile case, it is all over the news.
Well, this case isn’t an anomaly. Just today there was drug bust at a Boeing plant in Pennsylvania. Some 3 dozen folks were arrested for illegally selling prescription medications at one of the Boeing plants. The article talks about the prevalence and the danger of these drugs but more importantly it defines the issue as societal v. law enforcement.
AMEN! That is all I have to say. By the time the law gets involved it is too late. So what can an organization do? Well, to begin with, it can create a culture that defines chemical dependency as an issue that can be helped if people come forward and ask for help. This requires education and an attitude of openness to the issue. It also involves having an employee assistance program (EAP) that spearheads the education efforts and provides services for assessing the problem, finding treatment that is appropriate to the issue(s) and monitoring for an extended period of time in order that the person in recovery has support and an avenue for help.
This is what EAPs do. So make sure you have one that is being used for this. These services should be a part of every quality EAP. And if you don’t have one, GET ONE.
Feel free to contact Perspectives if you have any questions. “Our business is to keep your employees engaged in your business.”
Tags: addiction, drug abuse, EAP, Employee Assistance Program, prescription drugs
When sitting on the sidelines, it’s rather hard to earn yourself a penalty. In the corporate wellness arena on the other hand, not playing and sitting on the sidelines could actually result in penalties of a different sort—financial ones.
For the past few years we’ve seen employers take more aggressive approaches to wellness, including offering incentives to those who participate. From money and gift cards to extra paid time off and a decrease in health insurance premiums, employees who engage in wellness and show that they’re taking an active approach to their health are earning such incentives from their employers.
So what about those who don’t participate in the company wellness program?
For some employees, the allure of the incentive just isn’t enough. But what if the stakes are changed, and instead of earning money for participating, employees are losing money for not participating?
Employers are making use of this approach, especially when it comes to leveraging the cost of the health insurance premium. What we’re seeing from some organizations, and a model we’ve seen from one of our own clients, is they’re raising the cost of the health premium across the broad. Then, for those employees who participate in the company wellness program, their health insurance premium goes back down.
Sound harsh? I don’t know about other employees out there but I’d rather stick to paying my current insurance rates, while participating in my employer’s wellness programs—all the while improving my health—rather than see more money taken out of my paycheck.
A recent Aon Hewitt survey showed a breakdown of where employers impose or plan to impose penalties in the form of higher premiums:
64% will for smoking
50% for not taking part in disease management/lifestyle behavior programs
45% for not participating in biometric screenings
25% for not consulting with health coaches
17% for not making biometric improvements, such as lowering blood pressure or losing enough weight to lower body mass index
As a provider of wellness programs, this is an approach I can get behind—and one that I see working as well. When meeting with potential/current clients and discussing what makes a wellness program succeed, Perspectives encourages employers to provide incentives to employees for participation. It’s simple really: It drives utilization. The more employees you can engage in wellness, the easier it will be to create a culture of wellness, which is the foundation for any successful wellness program.
It’s not about penalizing the employees who don’t participate and reprimanding them with higher premiums. Employers want to see employees recognizing and making healthier choices and just like many people starting a wellness program, sometimes you need a little push.
Tags: aon hewitt, health insurance, healthcare costs, incentives, productivity, Wellness, wellness program
So I am back in Washington D.C. for the National Action Alliance for Suicide Prevention meeting. As I have mentioned in some previous posts, I am on the Workplace Task Force with a number of individuals who are very concerned about seeing work as a place to make an impact and prevent suicides. When I was first asked to participate, I was reluctant. After all, as an EAP professional for 30 years, I have dedicated myself to helping employees and their family members deal with problems so I am already doing this. And I have always been focused on making the business case for employers on the value of these programs for creating a more engaged workforce not distracted by personal issues and demons in order to foster greater personal and professional productivity. Been there and done that, I had thought. But I tried anyway and boy am I glad that I did.
You see, what I came to learn from working with my esteemed colleagues on the task force, was the continual denial and aversion that corporate America has to looking at SUICIDE. This was not new to me. In my career, I have seen the same phenomena with alcoholism and chemical dependency. These have always been viewed as shameful weaknesses of human spirit and therefore they get low priority status.
Well, I have some news for corporate leadership. Suicide and the depression that precedes it is very costly both in social and financial terms. And please be careful not to measure it’s risk in your company by the “low number” of suicide attempts and successes because research shows that most of those who die by suicide NEVER sought help to begin with. So, what you don’t know may very well hurt you. There are many folks out there in your workplaces that are having a difficult time coping and, because they feel shame and lack education, don’t feel comfortable asking for or seeking help.
So what’s the solution? There are a number of things employers can do.
- Create a workplace that openly discusses the problem and de-stigmatizes it. This allows people to feel comfortable seeking help. Early intervention is critical.
- Have an educational campaign about mental health promotion treated in the same manner as any other wellness promotional campaign. This normalizes mental health issues and communicates that, like diabetes or cancer, these are treatable illnesses.
- Have leadership from the very top of the organization buy-in and support these efforts. And it must be consistent. Only when employees feel trusting of the de-stigmatization will they feel safe enough to seek help.
- Make sure that the organization makes resources available to properly diagnose the problems and get folks the treatment that they require. This is where high quality employee assistance programs (EAP) are valuable. Most people don’t understand that one of the most important elements of an EAP is the ability to properly assess issues and then provide the resources to assist in the resolution of the problem(s). You wouldn’t go to the yellow pages or the Internet and blindly find a surgeon for cancer so why do we still do it for mental health. EAPs do this for people along with motivating them to get the help they need and stay with it so that their recovery is sustainable.
In the movie M.A.S.H. a dentist who decides to commit suicide, announces it to everyone leading to a grand celebration which results in his seeing the light and not following through. Wouldn’t that be nice, that people were able to openly discuss this and help people get help. Unfortunately real life doesn’t work like that. People don’t do this because they are afraid to even acknowledge it. So, as employers and HR professionals, let’s commit ourselves to beginning the dialogue. I have and will continue doing it until there are no successful suicides or attempts.
Tags: alcoholism, depression, Mental Health, substance abuse, Suicide
We are certainly being flooded with news about change these days. All you have to do is read the headlines about the political changes going on all over the world. In the Middle East, we continually hear about governments undergoing change through revolution both violent and non-violent. Here in the U.S., we hear about the change in the financial markets and its effects on the economy. No matter how you slice it though, change is real and is happening at an ever escalating pace. In fact, the only real constant is CHANGE. So, what’s the big deal? Shouldn’t we just all buck up and get on with it? Well, its not quite that simple. Although change is ever present, it is still difficult, especially for the people going through it.
We see this all the time. Many of the organizations we talk to today are experiencing significant change. What we also know however, is that more than half of organizational change management efforts fail to get the intended results. Why is this? Surely we should all know how to do this since it is so ever present. Well, the biggest reason is the fact that more attention is paid to the process of change than the people that are involved with and impacted by the change. So, here are a few things to keep in mind when embarking on a change effort:
- Those that are successful change agents know to expect and anticipate change. They are able to articulate why the change is necessary and why it will benefit the employees and the organization as a whole. They understand that communication is key and it is not only about informing but is also about listening – listening to all reactions, positive and negative. Successful change agents don’t minimize the anxiety employees have about the change but they acknowledge it and provide information that can help diminish their fears. So, it is always better to over communicate because when employees don’t have all the information, they tend to fill in the blanks on their own. And you can only imagine what they come up with. It is often incorrect information or rumor.
- Those that are successful in promoting and implementing change know that employee input is important when planning change. To the extent that you can, you should ask for suggestions and ideas about how to accomplish goals provides valuable information and can avoid many pitfalls .
- Once the plan is in place the next step is implementation. Education and training on new processes and procedures is essential. It is also important that managers are given support in managing the natural resistance to change initiatives that occur. Skills that help managers address employee resistance or anxiety involve employee coaching, dealing with conflict, stress management and team building.
- Continually evaluate the impact of the change initiative(s) by gathering data and making course corrections as needed. Giving feedback to employees about what is working and what is not is important information to be shared.
- Finally celebrate the victories. Let people see the fruits of their efforts and the value those efforts have to the organization as a whole. These acknowledgments help reinforce change, sustain it and make it a little less anxiety provoking if and when change occurs again.
As I said before, change is the new (or not so new) reality. We all need to embrace it but we need to assist our employees in doing that. Remember that they are interested in how that change will affect them in the short and long run so, to the extent that you can, bring them into the process and help them adapt. It may seem like more work in the short run but in the long run, it will allow for a more nimble workplace that remains more competitive and enables employees to not only survive but also to thrive. Just remember the lyrics from the David Bowie song “Changes”:
Ch-ch-ch-ch-Changes
(Turn and face the strain)
Tags: change, change management, Maureen Dorgan Clemens, OD, organizational development, stress management, team building, training
Sloan Award 2011
Well it’s been a long time since I’ve done this but I am going to brag. Perspectives Ltd. is once again a finalist for the 2011 Sloan Award in Workplace Flexibility. This is the fifth time in five years. Wow! What an honor. We have again been honored with the 2011 Alfred P. Sloan Award for Business Excellence in Workplace Flexibility because of our belief that flexibility is an effective workplace strategy that enables us to increase our business and employees’ success.
The Sloan Award is the culmination of a rigorous, two-step selection process, which involves an evaluation of employers’ flexibility programs and practices, and a confidential employee survey and we were measured against national norms from Families and Work Institute’s (FWI) National Study of Employers. “As a recipient of the 2011 Sloan Award, Perspectives Ltd ranks in the top 20% of employers nationally in terms of its programs, policies and culture for creating an effective and flexible workplace,” states Ellen Galinsky, the President of FWI.
ForTerry Cahill and I as owners, that is a wonderful feeling, knowing that our employees feel that way about this organization. One of our core values is to try and foster balance between work and family in our employees. It isn’t easy because of the demands of the work we do and the passion that our staff brings to this work but this is a critical element of our culture and the message we want to convey to our customers and their employees as well. After all, how could we do what we do; assist organizations to invest in the health and well being of their employees if we didn’t ascribe to the same philosophy.
When we enter into a contractual relationship with our client organizations, we want them to know that we appreciate and support their efforts to create a highly productive and sustainable business model. And we know that a major cog in making that business succeed is an engaged workforce that has support and resources to live productive personal and professional lives.
So, tomorrow morning when the presentations are made at the Chicagoland Chamber of Commerce for the fifth time in five years, Terry and I will again remember that our #1 customers are our employees. Without their hard work and dedication, we would never have been able to maintain a such a positive reputation as a workplace resource dedicated to taking care of our customers and their employees and family members.
Tags: Alfred P. Sloan, Bernie Dyme, Chicagoland Chamber of Commerce, Employee Assistance Program, Families and Work Institute, Perspectives Ltd, Terry Cahill, work/life
Well, now I have seen it all. Charlie Sheen from Two and A Half Men has just signed on to star in a new sitcom called “Anger Management”. Yes, you heard it right that Charlie Sheen. The one who has publicly struggled with addictions for a long time. The one who was fired from Two and A Half Men and proceeded to rant and rave against his producer. And the upshot; the new show he is scheduled to be on is ”Anger Management” based on the movie with Jack Nicholson and Adam Sandler.
Although there is some obvious irony in all of this, I want to comment on the perceptions we are all left with. Although Mr. Sheen has stated that he is 100% clean, his behavior makes it hard to believe that and doesn’t negate his history of addiction. In fact, Mr. Sheen exemplifies the typical addict.
- He is in denial,
- His life has been seriously effected by his addiction
- He clearly is and has been out of control
- He has lost his job and loved ones because of his behavior and addiction
Yet, what has happened with his getting a new show also demonstrates the enabling that we often see in our society and our workplaces. In my work with companies, I see it all of the time. “Rainmakers” who behave badly or act inappropriately are allowed to continue with no repercussions by many employers who are afraid to confront them and hold them accountable for their behavior.
In the short term, it may work for the employer who can continue to count on the revenue generated by that individual. In the long run however, it is highly detrimental to the organization and can, eventually lead to damage of teh organization’s image, lower morale amongst other employees and illness or possibly death of the individual.
The sad thing is that chemical dependency, if treated appropriately and with the support of the organization, family an friends is highly treatable. In fact, contrary to Mr. Sheen’s rantings against Alcoholics Anonymous, it is actually very effective. Along with professional treatment, AA can help someone get “sober” and stay that way.
They say that sometimes you have to hit bottom before you can accept help. Well, I do hope that Mr. Sheen has hit or gotten close to his bottom for his sake and for those who care about and love him. The first step though is all up to Mr. Sheen. He needs to admit he has a problem and then ask for and accept help.
Good luck Charlie!!
Tags: AA, addiction, Alcoholics Annonymous, anger management, chemical dependency, counseling, drug abuse, enabling, Perspectives Ltd, two and a half men
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