PRESENTED BY

CHRIS HYLTON, MA

EAPA WEBINAR JUNE 24, 2016

Role of EAP in Effective Performance Management

Description2

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.

Description ctd.3

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?

About our Speaker4

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.

Disclaimer5

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.

Learning Objectives

Understanding how performance management may be made effective

Barriers to effective performance management

How Employee Assistance Program services can enhance performance management programs

How Employee Assistance Program services can add value via performance management support

How the Performance Management interview can reveal employees in need of the services of the EAP

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Image obtained from http://hrdailyadvisor.blr.com/2012/04/22/12-performance-appraisal-best-practices/

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Performance Management

Definition 9

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

Definition 10

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, settingobjectives, identifying goals, providing

feedback, and reviewing results. - University of California, Berkeley

Organizational Impact11

It is impossible for organizations to grow, thrive, and survive when performance management is not considered a top priority that is expertly handled.

Consequences 12

Image from http://baltimorespectator.blogspot.ca/2015/02/southwest-airlines-plane-makes.html#.VcO3YPlViko

Consequences of Poor Perf Mgmt13

Poor employee performance

Organizational inefficiency

Lost productivity

Low employee morale and engagement

Decreased workplace safety

Benefits of Good Perf Mgmt14

Increased productivity

Motivated employees across the organization

Healthier financial situation

Greater clarity regarding roles and responsibilities

Improved employee morale and retention

Benefits15

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Barriers to Effective Performance Management

It is uncomfortable!

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Image credited to http://www.thetraininglink.com.au/

Challenges for Managers18

Do not understand the process

Not trained in how to effectively complete and deliver an effective performance appraisal

Can be a time consuming process

Uncomfortable delivering negative feedback

Disconnected from employees and their day-to-day activities

Challenges for Employees19

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 personal

It is difficult to receive negative feedback

Communication is one way

Impact on Employees20

Impact on Employees21

Decreased motivation

Decreased productivity and performance

Disconnection from the workplace

Increased presenteeism and absenteeism

Confusion about their role and responsibilities

Impact on Employees22

Impact on the Organization23

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 Services26

Tools for Managers27

Identifying potential performance issues

Promptly addressing performance issues Respectful communication, coaching

Determining the root cause of issues

Lack of training? Something more?

Manager Referral to EAP28

Informal referral

Respectfully suggesting that the Employee access EAP services

Providing the Employee with EAP information including phone number and a list of available services

Formal 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

Creating a Healthy Workplace29

Mental health promotion in the workplace

Understand duty to accommodate

Eliminate 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

Why Managers should use EAP as a tool30

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 been

impacted

Training for Managers about the EAP31

Tools for Employees32

Short-term counselling

Life coaching

Resiliency training

Stress management

Workplace conflict issues

Tools for Employees33

Conflict and communication training

Team building

Mental health strategies

Time management

Work/Life balance strategies

Creating Value34

Creating Value35

A meaningful part of the organization’s strategic plan

Custom services

Risk mitigation

Measuring Value36

THANK YOU!37

Thank you for the opportunity to present to you today!

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Questions?

We are here to help!39

#517-7620 Elbow Drive SW

Calgary, AB T2V 1K2

403-264-5288 www.hylton.ca

800-449-5866 chris@hylton.ca

Let’s get social!40

Facebook facebook.com/pages/cghylton

Twitter @HyltonYYC

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

YouTube youtube.com/user/CGHylton

LinkedIn ca.linkedin.com/in/cghylton