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EAP Overview

An EAP helps create a healthy workplace environment that can improve motivation, dedication, and in turn, the bottom line of your company. Employees are more apt to use consulting services when an EAP is available, reaping the benefits of early intervention. An active EAP results in improved employee productivity, increased employee satisfaction, and reduced employee turnover.

Family Resources EAP has a proven record of working effectively with businesses in developing a healthy workplace environment. This is achieved by providing employees and their families with the ability to work through the difficulties and struggles of life in general. Healthy employees are the foundation of healthy businesses. When employees are not mentally burdened with family problems, they become more focused on their jobs and things such as co-worker relations, customer service, and productivity are improved.

Tools can also be provided through an EAP program to bring about entire system changes within departments or plants. Managers have a partner in EAP, a resource enabling them to enhance their own management styles and skills, as well as help addressing problem employees, harassment issues of any type, and workplace conflict. Growing a healthy workplace environment can improve motivation, dedication, and in turn, the bottom line.

EAP usage for our program is reflecting a rate higher than national average. It is also our philosophy that individuals need to receive face-to-face counseling to truly reap the benefits of any type of therapy. We provide a wide array of expertise from within our staff as well as by those who serve as our affiliate providers across the nation.

EAP Purpose

An Employee Assistance Program is driven by the belief that troubled employees can be retained by helping them change their behavior through early intervention and prevention, thereby reducing the loss of financial and human resources. The objectives of an EAP are:

1. To provide training and assistance to management personnel who are attempting to reduce the costs and human suffering related to troubled employees;
2. Train supervisors to do effective job performance appraisals;
3. Provide diagnosis and/or evaluation to troubled employees in order to assess their need for additional services, and;
4. Assist individual employees in addressing personal situations.