Employee assistance programs (EAPs) can play a very important role in your company’s performance management system. EAPs are highly recommended because they are one of the most cost-effective benefits available to employees and employers alike. The concept is simple: Personal issues in workers’ lives will ultimately impact their work. When employers provide their workers with a confidential service to help them work out their personal issues, the workers’ performance on the job won’t suffer.

What kinds of personal problems do EAPs deal with? Among the most common issues are:
Alcoholism
Drug addiction
Depression
Anxiety
Family crisis (divorce, illness, death)
Family issues (raising teenagers, marital discord, blendedfamily issues)
Bereavement
Suicide prevention

Intake counselors at the EAP refer confidential callers to the appropriate
providers in their neighborhoods. Callers benefit from the confidential services available to them, and companies should bene- fit from reduced absenteeism and workplace injuries, as well as from increased company morale.

Since you don’t want your managing supervisors to ask employees about their personal lives, this benefit can go a long way in helping managers help their workers without imposing or crossing a line. Managers can simply say, ‘‘Sam, you’re giving me too much personal information. I care, but I’m not your best resource. Remem-ber, we have an EAP to help you at times just like this. I’m sure they’ll be able to help you better than I could.’’

Taken From : The Hiring and Firing Quention and Answer Book