EAP’s Impact on Employee Engagement

©2017 Magellan Health, Inc.

       

       

       

                  

          

   

Objectives

In this webinar you will:

Define employee engagement and disengagement

Review industry trends and information

Identify engagement factors and benefits of high levels of workforce engagement

Learn how EAP services impact employee engagement and resilience

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Employee engagement: A “hot topic” for human resource and benefits managers!

Headlines in today’s media:

• “How To Improve Your Workforce Engagement and Productivity”

• “True Employee Engagement means Engage the Whole Person”

• “Employee Engagement: Keeping your Workforce Motivated to Improve Results”

• “Employee Engagement Zombies”

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What Is employee engagement?

According to Wikipedia:

A property of the relationship between an organization and its employees. An "engaged employee" is one who is fully

absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and

interests.

A more simplistic way of looking at it: The extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort

into their work.

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Is employee engagement critical to the workplace?

Studies show employees who are engaged are up to 43% more productive than those who are not. This productivity is one of

the most important benefits of employee engagement. 2016 Hay Group study

If an employee sees their job as “just a job” they are more likely to become disengaged. Those who derive personal satisfaction from their jobs see it as a career and take ownership, possess it

and produce. 2017 HR Daily Advisor, David Dourgarian, CEO TempWorks Software

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   Hierarchy of needs

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Four levels of need for employee engagement

Basic Needs Knowing what is expected, a well defined role; having materials needed to accomplish their job.

Individual Needs Opportunities to shine, to do their best; receive regular recognition; to feel appreciated and cared about as a person by their manager/supervisor; career development.

Teamwork Needs Need to be recognized as a valuable part of the team; that their opinion matters; asking for input; believing the company’s mission adds value to their work.

Personal Needs Regular feedback; progress and performance updates at least every 6 months; opportunities to learn and grow (job vs career).

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Two primary factors that drive employee engagement

Organization:

• Culture motivates, empowers, challenges and respects.

• An understanding of where the organization is headed and how they contribute to the success of the organization.

Management:

• Managers who motivate, build strong relationships, develop team and communicate the vision.

• Expectations are clearly defined, employees are held accountable, focused on results, and supported in taking the steps to achieve the results.

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Disengagement: The new “4 letter word” in the workplace

• Gallup sounded the alarm on the level of disengagement in U.S. workforces in 2013 with their report “State of the American Workplace”.

• A more recent 2017 Gallup report on U.S. Workforces:

─ 53% are not engaged

─ 17% are actively disengaged

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Signs of disengagement

Attitudes and behaviors Negativity/sarcasm/anger; displays frustration; lacks motivation and initiative; less ambitious with an ‘I don’t care’ attitude.

Attendance

Begins to leave early; comes in late; takes more time off.

Performance

No longer completes tasks; must be prodded to accomplish work; not attending to workplace safety issues; no longer a team player.

Work‐life balance

Engaging in unhealthy behaviors (eating poorly, increased tobacco use, taking more snack breaks, napping, shop/surf online).

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Costs of disengagement

• $3,400 for every $10,000 in salary; An employee with $60,000/year income can cost the company $20,400.

• Disengagement associated with absenteeism and turnover accounted for a loss of about 17% of annual income.

• Low satisfaction and engagement can negatively impact our overall economy.

• Financial cost of disengagement increases when employee wellness is impacted by the disengagement.

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(DOL, ND) (Magellan Health) (DHS)

How do you keep employees engaged?

Ongoing employee feedback

Fostering accountability

Employee mentoring

Increased management and employee contact

Stay interviews Create a culture of

wellness

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Ongoing employee feedback and fostering accountability

• How are employees doing?

• What needs improvement?

• How can employees be more involved?

• Regular feedback

• Hold accountable

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Mentoring and manager communication

• Managers should be willing to

communicate.

−Find out employees’ needs and wants.

• Ask for feedback and new ideas.

• Offer opportunities for training and

development.

• Offer clear direction to employees.

• Show appreciation for a job well done.

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Stay interviews and creating a culture of wellness

• Stay Interviews: Learning what matters most to employees; what makes them want to continue to work for you. −flexibility, compensation, trust, job security, advancement opportunities, etc.

• Create a culture of wellness: Wellness? Yes, wellness! −To reach the highest level of employee engagement, employers need to cultivate a culture of wellness.

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Engagement and wellness

Overwork can lead to lower engagement (less focus, more stress, and feeling burdened).

Balanced workloads can improve engagement.

Higher engagement leads to increased productivity, lower costs for long and short‐term disability and workman’s compensation claims and premiums.

Research shows a clear link between high engagement and better personal health.

Higher engagement + better overall health = lower job related stress, absenteeism, disability and workman’s compensation costs and a more productive and motivated workforce.

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Value, respect and work life balance

Employees must be valued and respected at work while maintaining a healthy work‐life balance or they won’t stay at a

job. 2014 BambooHR study

As long as employee’s pressing needs (empowerment, flexibility, and fair wages) are met, they’re more willing to tolerate lesser annoyances. More than money, people want a chance to prove themselves by working their way up and having a healthy work

life balance. 2014 BambooHR study

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More on wellness benefits

• Employees are beginning to expect wellness programs are provided as part of their benefit package.

• Employees will be working longer (into their 70s).

−Keeping the workforce healthy as long as possible will impact productivity and success of a workplace.

• Cultivating a culture of wellness not only means providing the benefit but it also means participating.

−Walking the walk! 18

               

           

                      

   

     

     

     

         

         

So how does the EAP impact employee engagement?

By impacting a company’s culture of wellness!

EAPs are known for helping employees deal with common issues such as:

• Anxiety and depression

• Burnout, stress, and insomnia

• Unhealthy behaviors ‐ substance use,

tobacco use, and gambling

• Family problems that impact employees’

ability to stay focused on work

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Additional EAP contributions to a culture of wellness

EAPs can be an important part of an integrated benefit package.

EAPs are valuable in helping employees navigate change, deal with workplace challenges, address behaviors impacting their performance and more.

EAP services impact employee resiliency and their commitment to their jobs and employer. The more committed, the more involved they are in the mission, goals and end result of their workplace.

More commitment = more engaged.

Engagement has a positive impact on retention!

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EAPs help managers

• Communicate more effectively.

• Address performance issues.

• Recognize what motivates individual employees.

• Productively address performance issues and develop valuable performance improvement plans.

• Support employees dealing with issues that impact their overall performance (thereby impacting their engagement).

This, in turn, results in employees with clearer visions and directions, more motivation and goal orientation. This has a

direct impact on their physical and mental wellbeing.

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The successful formula:

• EAPs help employees manage their mental health which impacts physical wellbeing.

−Employees are more involved, productive and present.

• EAPs help managers take care of business by addressing daily issues.

−Improving workforce management.

• EAPs support wellness improving employee engagement.

−Increasing productivity.

• The benefits of the EAP:

−Lowers job dissatisfaction levels and turnover.

−Improves job satisfaction and meaningfulness of work.

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Your Employee Assistance Program

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