Who would have guessed that programs built to assist employees keep them happy and healthy? Even more, these happier and healthier employees do their job better and strive to keep successes coming, both for themselves and the organization. Of course, the
#TChatters already knew this little bit of wisdom and were happy to shine a light on the bigger picture.
“A1) EAPs show employees that they matter enough to invest in.
“A1: by showing that an employees’ needs are top priority! Employees engage when they feel they’re needed
These #TChatters sum up how EAPs affect morale perfectly. Everyone has those times when home life finds its way into the office, especially with, as
@HireQ_Inc descibed, the “always-on” lifestyles employees are now living. Assistance programs will help maintain a working office while still being sympathetic to the emotions of your employees and coworkers.
Working in an environment with differing personalities is overwhelming. People
are complex and sometimes that causes tension, but without all those individual talents (and weaknesses), a team wouldn’t be a well-oiled machine. Of course, accepting personality differences is easier to say than do, so what can an employer do to help?
“Q2 With our current culture we have personal development workshops that we rotate, so far it is transcending our team’s well-being
EAPs bear more than just emotional advantages though. Many companies offer lifestyle training courses and can even encourage employees to give up smoking or aid in weightloss as
@BarbBuckner pointed out.
Basically, employees benefit from assistance programs and when employees are happy, they are more productive.
#TChatters Agreed That…
Employees and employers both have a responsibility in maintaining a productive workplace and in order for companies to both nurture and assist talent, there needs to be:
Employers should be actively encouraging the use of provided assistance programs while recognizing that in a world of humans, tough times happen.
@TranslationLady said it is essential to “honor disconnection” and allow employees to have time away from busy work weeks. When there’s flexibility in the workplace, there’s less pressure. Above all, respect the individuals who spend their week in the office, keeping a company going.
“A4 .Treat and respect me as an adult. Think of me as a three dimensional employee not as a tangible asset.
#TChat” Want to see the #TChat replay?
[&lt;a href=”//storify.com/TalentCulture/how-employee-assistance-programs-engage-and-nurtur” target=”_blank”&gt;View the story “How Employee Assistance Programs Engage &amp; Nurture Talent” on Storify&lt;/a&gt;] Closing Notes & What’s Ahead
GRATITUDE: Thanks again to Mark Sagor and Mark McAuliffe, Global Staffing Manager for Waters Corporation for giving us a look into EAPs and managing talent! Check out Mark Sagor’s blog at compeap.com. Click here to see the preview or check out the related reading.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we may feature it!! If you recap #TChat make sure to let us know so we can find you!
WHAT’S AHEAD: Next week at #TChat Events, we’ll be talking about building a cultural advantage and how they can help both engagement and workplace happiness. Tim Kuppler is going to be our radio guest and Nancy Rubin will be our moderator. See more information in the #TChat Preview this weekend (and if you haven’t signed up for our newsletter do so! You get all the questions early!)
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