Peformance Management and EAP Best Practices

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 chris@hylton.ca

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Facebookfacebook.com/pages/cghylton

Twitter @HyltonYYC

Google +plus.google.com/u/0/109237546846077340442/posts

YouTube youtube.com/user/CGHylton

LinkedInca.linkedin.com/in/cghylton