Workforce 2020: Is your EAP working for you?
In our Mondays with Jane blog, we noted the current challenges with the EAP market. Citing a highly commoditized industry, that had engaged in “race to the bottom” rate setting practices, it is clear that employers are hard pressed to get the services they actually need. So, before you check the box on EAP, it’s worth taking a momentary pause to consider some of the questions mentioned in this article.
As the American workforce changes, so should the EAPs that provide services. After all, the American workforce is changing dramatically. In fact, by 2025 millennials will make up 75% of the world’s workforce, and employers would do well to listen to their needs.
One of the goals for Spring Health, an EAP hybrid, is to solve multiple pain points in the mental health system using EAPs as a starting point. It’s a philosophical change to be sure, and definitely a not-your-mom’s approach to EAP, but Spring believes that active promotion of well-being programs and easy access to mental health will lead to dramatic changes in the workforce. By reframing the way, we view EAPs, we can solve the problems around access to care, quality of providers, and the need for treatment matching. Similarly, if tech is engaged, it can appropriately transport employees to their intended destinations whether its work/life products or accessing mental health. We recommend that employers consider the questions below when reviewing their current EAP offering or as a guide to selecting a new program.
1. Is your program tech-enabled?
No, we aren’t talking about janky websites that look like they were coded by sixth graders. We are talking full stack solutions that propel your employees on a journey where accessing resources is at their fingertips. Real deal EAPs should provide access to interactive digital content, think beyond an easy-access library of straight-forward topical information. In fact, let’s even change the word to Digital Therapeutics because its more than just content. Digital Therapeutics today should work in a number of different ways. It should be matched to the right population, the best use case being the sub-clinical population or employees who don’t have a mental health diagnosis, but are clearly under duress.
Digital Therapeutics should also deploy a degree of interaction, employers should consider computerized CBT programs with a “light human touch”. Such programs are extremely effective in teaching people new and healthy ways to engage in life at both work and home. At Spring Health, we are huge fans of MyStrength as a key contributor to this space. What if you have a work force that gets distracted easily or that likes to have fun? Consider turning digital therapeutics into a game! In fact, gaming applications in behavioral health can be highly effective, just ask our friends down at Happify!
In addition to digital content, a next generation EAP should offer telehealth services, and promote them regularly. Why is this so important? Generational preferences have shifted in today’s workforce, and employees would rather not dial a 1–800 number. Instead employees today want to be able to access most of their services via web or mobile applications, and this includes how they receive treatment. Time and travel are tough issues facing crowded urban populations.
We cringe at the idea of making a 5 pm therapy appointment in the Bay Area, it’s literally impossible! In addition to providing convenience for an employee, telehealth can also open up a new stream of providers. For example, cash pay providers are heavy in Silicon Valley, and rarely accept health insurance. This is extremely problematic for both EAPs seeking mental health services and health plans. Using telehealth services EAPs can disrupt a cash pay market by webbing in providers of the same quality from a different location.
2. Does your EAP offer real time reporting?
Another absolute must-have is the ability to view how your population is doing at any given moment. We aren’t talking individual data, but rather an aggregate of where your workforce stands in terms of mental health and their interactions with the resources made available. These dashboards should be easily customized to contain a number of return of investment metrics. If you don’t have single sign on access to a customized dashboard you are seriously missing out!
3. Does your EAP offer self-tracking and assessment tools?
Americans love to know the score, and even more so when it comes to their own performance. Having self-tracking and assessment tools available can really reinforce treatment gains or recidivism and create a more informed mental health consumer. Similarly, self-assessment allows providers to better understand when it’s time to switch course. Instead of rearranging the deck chairs on the Titanic, we can now use real time reporting and self-assessment data to tell us when it’s time to hitch a new boat!
4. Does your EAP offer predictive analytics?
AI and machine learning are total buzz words in 2018, and several digital health startups are redefining the power behind extracting data and using it to predict trends and behavioral patterns. Spring Health is the only full stack platform that can accurately assess employees and safely place them in the right level of care. Therapist matching programs are certainly more effective than dialing a list of 10 providers given to you by your health plan, however Spring believes that the true starting point rests in accurate assessment. If an employee doesn’t know what’s going on, than therapist matching is irrelevant.
In short, next generation EAPs should offer the ability to dig deep into analytics so that you can predict workplace needs and move towards a more proactive approach. That’s the true bottom line.
5. Is your EAP innovating and looking ahead?
Are you getting a quarterly business review on how your program is doing? Are you hearing about the latest trends in digital health and being offered EAP-centric innovation? Your EAP should continually push the envelope on the burgeoning line of apps and devices that provide new and innovative ways to help employees on their path to mental well-being.
6. Is your EAP gunning for high utilization?
Chances are the answer is no. If the PEPM (Per Employee Per Month) was set low, than higher utilization is counterintuitive. To be clear, if your employee uses a benefit, the EAP loses money. Employers must make a commitment to appropriately fund mental health and well-being programs, and should veer away from using price as the leading factor for an EAP. After all, you get what you pay for, and we can no longer jeopardize mental health in the workplace.
If cost savings is of importance, employers should look to EAPs who have stepped care treatment models rooted in accurate assessment. As an example, if an employee is subclinical the need for a full course of therapy is not necessary. Through accurate assessment you can get instant savings!
Good utilization is also predicated on advanced marketing strategies and whether or not employers are letting EAPs through the front door. We have found that there is a lot of power behind a brown bag lunch session on stress management and better sleep hygiene. These programs have shown a direct correlation to an increase in use of EAP services. Regular engagement opportunities between your EAP and employees can really move the needle on creating a healthier work culture overall.
After doing a quick sweep of the current EAP landscape we can definitely say janky websites abound, and many of the key features we mentioned are pretty much non-existent in today’s EAP market. Employers should stay connected to websites on digital health trends like benefits pro. They should also lean on their benefits consultants to understand new models and system disruptors.
Spring Health calls upon early adopters, progressive organizations, and change seekers to engage in a next generation EAP. For more information visit us at www.SpringHealth.com
