This interview with Dr Linda Burrows focuses on the negative impact on staff when managers can be too quick to promote EAP rather than having a meaningful conversation themselves with the staff member.
Linda's top tips are:
- Employees can feel very hurt by being 'dismissed' or 'sent off' to EAP without a real conversation with their manager
- Staff can feel they have 'missed out' on the conversation with their manager. Staff want to know their manager understands their situation and how they are feeling.
- Employees want direct support from their manager. Staff want to know that their manager knows what they have been through. Staff want to know their manager is concerned for them.
- EAP is no substitute for managers having the conversation with their staff member.
- If a manager has offered EAP it would be beneficial for the manager to then 'check in' with the staff member; did they use the EAP service, was it helpful, can anything else be offered to the staff member?
- Offering EAP is not the end of the conversation with the employee. In fact it shouldn't replace a conversation with the manager.
- Employees need to know they are being cared about then they are having a difficult time.
- Manager's just have to open up the conversation and listen. They don't have to have the answers.