How do I choose an EAP for my company?
On Monday, I spoke about what an employee assistance programme (EAP) should contain. Today, I’ll share with you my thoughts about how you should go about choosing an EAP that is right for your company.
Look at your organisation’s budget first
Smaller service providers or private practitioners in the EAP field may be a more economical option if you are trying to cut costs. Another benefit of using a smaller service provider is that they will give you a more personalised service with less bureaucracy and perhaps even more flexible, tailor made value-adds to fit your organisation’s needs.
Don’t ignore the big guys
Although larger service providers may be more expensive, they come with other benefits, such as a:
- Well-oiled referral and service infrastructure, and
- Variety of services and established track records.
They may be the best option if your organisation is large and potentially requires an extensive EAP service.
Bargaining is always an option
You can also negotiate a suitable pricing model with the service provide to make sure your organisation gets the best service at the most reasonable rate.
A value-based pricing model with a set fee attached to use or outputs may be a good idea to curb costs if your organisation does not intend to use the EAP a lot, for example, you only pay per clinical visit or for specific service rendered.
This pay-as-you-go pricing model may however be problematic if you need to plan your budget in advance and can leave the door open to unpleasant surprises if people in your organisation use the EAP services more than expected.
A capita fee model option, or a retainer model, is another method which will allow you to budget more consistently. However, be careful of this model as some less-scrupulous EAP service providers may be tempted to provide you with as little services as possible because they are getting paid no matter what level of service they give.
Be sensitive to your employees’ needs
Make sure your EAP practitioner is accessible to all staff members. For example, some of your staff members may live in remote areas or use public transport, thus having an on-site practitioner may be best.
There is a growing trend for EAP service providers to be accessed via a call centre. Be aware that some staff members may prefer the anonymity that this set-up brings while others will prefer face-to-face interactions when you select your EAP service.
What range of services do you need?
You must decide if your organisation needs:
- Basic, limited EAP services such as assessment, counselling and referral (most often included), or
- More comprehensive service model with a full range of sophisticated services such as 24-hour telephone counselling services, e-mail services, etc.
To determine what range of services will yield the most benefit to your organisation, identify the level of workplace support you need by doing a needs assessment.
Ensure the service provider has a reputable track record…
… with sufficient experience, organisational stability and that it is managed by professionals with appropriate training in the field.
Last but not least: make sure that your EAP has these 3 critical aspects
The programme must:
1. Guarantee privacy and confidentially for all users,
2. Provide timely responses if there is a crisis, and
3. Measure client satisfaction and adjust services accordingly.
Evaluate how the EAP is used, and what its impact is, regularly. Communicate these findings to your organisation.
Whatever you choose in the end, make sure that the EAP service provider you choose intends to act as your organisation’s active partner, not only in responding to problems but also to promote the well-being and productivity of your staff complement proactively.
