Why EAP Partnerships are Not Enough for Current Workspace Scenarios

To make any organisation thrive, investing in its resources is the prime responsibility of the employers. Leaders around the world now comprehend the importance of incentivising the workplace and developing strategies to enhance employees’ mental well-being. However, many employee assistance programs do not meet their purpose as they are either too focused on one area or lack a comprehensive approach. 

Let’s look at a few reasons why EAP partnerships fail.

Lack of a holistic vision

Some EAPs emphasise workplace retreats and lifestyle activities such as lessening substance abuse or ameliorating physical health while others concentrate more on theoretical approaches pertaining to well-being. This prevents workers from participating in a comprehensive program and from learning how to manage their mental health autonomously.

Incorrect or outdated mental well-being metrics

EAPs have specific metrics to track employees’ well-being. However, many of these programs use metrics that are either outdated or clinically invalid. This causes misinterpretation of the data provided by employee responses. Employers end up deriving poor solutions for improving employee mental well-being. 

Where can employers track data?

The most crucial reason for the failure of EWPs is a lack of insight into the progress made. Leaders and HRs require a concise view into what is the result of their investment in the EAP. Does the EWP even work? Are the employees happy? How many employees are actually benefitting from which specific services? Not being able to find answers to such questions leaves employers less engaged and reduces their need to continue with the well-being program. 

Privacy concerns among employees

Despite having clear confidentiality guidelines, employees can get worried that HRs might get access to their personal information. They may also assume that HRs are able to track or use their responses, making them hesitant to take advantage of mental health services provided to them, as they could feel it could affect their employment terms. Additionally, there is the stigma that mental health conditions make someone unfit to do their job.

Lack of transparency

Employees might often feel misinformed about the utilization of their information or responses. They could also assume the program to be a stick-and-carrot approach at work. This could be due to a lack of transparency in EAPs which might cause employees to bend away from the services and even question the well-being program.

How can Amaha make your EWP beneficial for you and your employees?

Amaha’s integrated approach to mental health care provides an ecosystem  that provides you with a unique approach toward employee well-being. Let’s look at a few ways how we disrupt EWP issues and make our offerings different. 

Various customisable offerings

Our offerings are one-of-a-kind and centred around creating a better workplace for your team. From mindfulness activities to interactive webinars, you have access to and can customize your plan based on six distinct choices: 

• The self-care app provides expert-curated exercises and trackers to enhance mental well-being. 

• A Bot-based check-in that can analyse your employees' emotions and detect patterns. 

• Newsletters informing employees about topics related to psychology and mental health. 

• Consultation services offer ways to better your team's mental well-being.  

• Expert-led webinars to keep your employees engaged and interested. 

• Surveys that give you insight into particular worries over time.

Integrated approach

We aim to help your employees maintain sound mental health beyond the workplace. Each offering is designed to provide your employees with benefits not only at work but also in their personal lives. They can build on discipline through our goal tracker, improve resilience through mindfulness activities, stay motivated through resources, and more. This can improve their understanding and improve their overall health.

Clinically valid and evidence-based programmes

Backed by an internal team of therapists and psychiatrists, we highly emphasise the scientific significance of each offer. The entire program at Amaha is psychologically updated, valid and reliable which makes our offerings clinically sound. This can provide you with insights, metrics, and solutions you can trust. 

Strict confidentiality 

At Amaha, we uphold the highest levels of client confidentiality. We never share any employee details or responses without the explicit consent of our clients. Everything that a person shares during their therapy or psychiatry sessions is not disclosed to anyone.

An elaborate dashboard

The EWP at Amaha provides an extensive dashboard to get a detailed view of the offerings you opted for at a glance. You can track employees’ responses, monitor trends, and measure various metrics. This can help you make informed decisions about how you can improve the mental well-being scenario at your workplace.

The EWP can certainly work wonders, only if it is exercised well. With these factors kept in mind, how you approach the EWP with your employees matters the most. Our team can help you communicate the EWP with your employees in a manner where they feel included and informed. A well-defined wellness program can retain employees, bring in new ones and eventually help your organisation grow.