Date post: | 09-Jan-2017 |
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PRESENTED BY CHRIS HYLTON, MA
EAPA WEBINAR JUNE 24, 2016
Role of EAP in Effective Performance Management
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Description
This webinar will examine how EAP services can help organizations to enhance their performance management programs. The webinar will
provide practitioners with a greater understanding of effective performance management and the common barriers that can affect a
wide variety of organizations. The webinar will pay special attention to how EAP services can broaden their scope and value by helping
organizations to implement and sustain performance management programs that work.
Learning objectives: Understanding effective performance management and identifying
potential barriers. Providing services designed specifically to help organizations enhance
their performance management programs. Adding value to current EAP services through performance
management support.
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Description ctd.
We all know that EAP services can provide tremendous value to the overall wellness of an organization and its employees. Did you also know
that EAP practitioners can add significant value by supporting organizations in maintaining effective performance management
programs? Some of the benefits of effective performance management mirror the benefits EAP services aim to deliver: increased productivity
and motivation as well as improved employee morale and retention. This webinar will show you how EAP programs can start supporting an
organization’s performance management goals.
Polling questions: Are any of the webinar attendees currently helping to support
performance management programs? If so, how? What communication strategies would you recommend for EAP
providers and organizations who want to combine performance management programs with EAP services?
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About our Speaker
Chris Hylton runs an EAP serving Canadian employers, and US EAPs for their Canadian population.
He is also a benefits and HR consultant.A frequent speaker at EAPA and EASNA
events, Chris brings a unique multi-disciplinary perspective to the EAP field.
Chris has seen the value of EAP first hand and is one of the field’s strongest advocates.
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Disclaimer
The information presented to you today is considered to be general best practices for
organizations. The information is not intended to provide legal counsel or legal
advice.
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Learning ObjectivesUnderstanding how performance management
may be made effective Barriers to effective performance managementHow Employee Assistance Program services can
enhance performance management programsHow Employee Assistance Program services can
add value via performance management supportHow the Performance Management interview
can reveal employees in need of the services of the EAP
7Image obtained from http://hrdailyadvisor.blr.com/2012/04/22/12-performance-appraisal-best-practices/
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Performance Management
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Definition
The ongoing process of communication between a supervisor and an employee
that occurs throughout the year, in support of accomplishing the strategic
objectives of the organization. The communication process includes clarifying expectations, setting
objectives, identifying goals, providing feedback, and reviewing results.
- University of California, Berkeley
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Definition
The ongoing process of communication between a supervisor and an employee
that occurs throughout the year, in support of accomplishing the
strategic objectives of the organization. The communication process includes
clarifying expectations, setting objectives, identifying goals,
providing feedback, and reviewing results.
- University of California, Berkeley
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Organizational Impact
It is impossible for organizations to grow, thrive, and survive when performance management is not considered a top priority that is expertly handled.
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Consequences
Image from http://baltimorespectator.blogspot.ca/2015/02/southwest-airlines-plane-makes.html#.VcO3YPlViko
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Consequences of Poor Perf Mgmt
Poor employee performance
Organizational inefficiency
Lost productivity
Low employee morale and engagement
Decreased workplace safety
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Benefits of Good Perf Mgmt
Increased productivity
Motivated employees across the organization
Healthier financial situation
Greater clarity regarding roles and responsibilities
Improved employee morale and retention
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Benefits
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Barriers to Effective Performance Management
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It is uncomfortable!
Image credited to http://www.thetraininglink.com.au/
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Challenges for Managers
Do not understand the processNot trained in how to effectively
complete and deliver an effective performance appraisal
Can be a time consuming processUncomfortable delivering negative
feedbackDisconnected from employees and their
day-to-day activities
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Challenges for Employees
Performance reviews can be stressful and anxiety provoking
Lack of clarity around their role and responsibilities
Lack of clarity around the performance management process
Feedback can feel subjective and personalIt is difficult to receive negative feedbackCommunication is one way
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Impact on Employees
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Impact on Employees
Decreased motivation
Decreased productivity and performance
Disconnection from the workplace Increased presenteeism and absenteeism
Confusion about their role and responsibilities
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Impact on Employees
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Impact on the Organization
Frustration across all levels of the organization
Lack of effective coaching for employees
Departmental inefficiency
Employee turnover
Increased absenteeism
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How EAP Services Enhance Performance Management
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The Role of EAP Services
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Tools for Managers
Identifying potential performance issues
Promptly addressing performance issues Respectful communication, coaching
Determining the root cause of issues Lack of training? Something more?
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Manager Referral to EAP
Informal referral Respectfully suggesting that the Employee access EAP
services Providing the Employee with EAP information including
phone number and a list of available servicesFormal referral
Referral as a response to a documented performance issue or behavioural issue
Regulatory referral Referral as a response to an incident or objective
concern in a safety-sensitive position subject to provincial, state, or regulatory guidelines
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Creating a Healthy Workplace
Mental health promotion in the workplaceUnderstand duty to accommodateEliminate discrimination against employees
who experience mental health diagnoses and concerns
Create a non-judgemental and supportive workplace community
Ensure managers and staff have access to support and resources for managing mental health in the workplace
Adapted from www.mindfulemployer.ca
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Why Managers should use EAP as a tool
Demonstrates genuine compassion and caring for staff members
EAP is an appropriate vehicle to address personal issues that may be impacting workplace performance
Provides support and tools to employees dealing with difficult situations
EAP address concerns before they impact performance
Or after performance has beenimpacted
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Training for Managers about the EAP
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Tools for Employees
Short-term counselling
Life coaching
Resiliency training
Stress management
Workplace conflict issues
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Tools for Employees
Conflict and communication training
Team building
Mental health strategies
Time management
Work/Life balance strategies
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Creating Value
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Creating Value
A meaningful part of the organization’s strategic plan
Custom services
Risk mitigation
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Measuring Value
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THANK YOU!
Thank you for the opportunity to present to you today!
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Questions?
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We are here to help!
#517-7620 Elbow Drive SWCalgary, AB T2V 1K2
403-264-5288 www.hylton.ca800-449-5866 [email protected]
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YouTube youtube.com/user/CGHylton
LinkedInca.linkedin.com/in/cghylton