What if we looked at well-being differently?

An EAP can only do so much. It can support a person, listen to them, equip them. But it can’t change a workplace climate, alleviate work overload or transform a corporate culture.

To do that, you need a broader approach. You need to look at the organization as a whole. Start a conversation. Make adjustments. Encourage actual balance between performance and wellness. Because when you take care of the organization, you take care of the people in it.

And that's how you get long-term results.

Getting help, even when things are going well

Too often, employees turn to the EAP in times of crisis—it’s like a knee-jerk reaction. And yet, it's a resource that can help us maintain balance on a daily basis. You don't have to be unwell to refer to it. It's a service that you can use to refocus, reflect, take care of yourself, manage your stress—before it all boils over.

The EAP is for employees. However, there's also such a thing as a Manager Assistance Program (MAP). Whether for support during a difficult period, to help mediate a delicate situation or simply take a step back, it's a valuable tool for coaching, listening or even training. Taking care of your team starts with taking care of yourself.

Going beyond individual support

Employee well-being has many moving parts. An EAP as part of a group insurance plan is great because it offers confidential, accessible support. But for the effects to be long-lasting, it has to be part of a broader strategy that is adapted to the workplace. You have to look at the big picture, not just focus on the details.

An EAP is most effective when it is backed by consistent workplace practices, such as:

• Flexible work arrangements that accommodate individual work preferences (hybrid work methods, flexible work hours)
• Realistic workload
• Professional development opportunities and recognition
• DEI favourable work conditions
• A corporate culture that prioritizes mental and physical health, every day, not just during tough times
• Sponsoring causes that reflect your organization's values, such as Bell Let’s Talk (This hyperlink will open in a new tab) or Mental Health Week (This hyperlink will open in a new tab)

Caring leadership training is good for your managers. As your eyes and ears on the ground, they need to be able to recognize each team member’s limits.

By encouraging work-life balance, your organization is sending a clear message: well-being is everyone's business.

Aiming for improvement

Do you already promote employee well-being? If so, good for you! But to make sure your aim is on target (and get your money’s worth), you need to look at the impacts.

The first step is to adopt a rigorous approach that makes it possible to track what is being done, understand the effects and connect the dots with respect to business results.

To do this, you must:

• Gather the right data
• Analyze the data rigorously
• Evaluate the effects on your company's performance

What exactly do you need to measure?

• Usage rate of EAPs, MAPs and other initiatives
• Absenteeism
• Staff turnover and retention rates
• Employee job satisfaction and commitment (internal surveys)
• Productivity

These indicators will provide a clear picture of what's working... and what's not. They can help you fine-tune your approach, respond more effectively to your teams' needs and demonstrate the actual value of your well-being efforts.