Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Page 15 Page 16 Page 17 Page 18 Page 19 Page 20 Page 21 Page 22 Page 23 Page 24 Page 25 Page 26 Page 27 Page 28 Page 29 Page 30 Page 31 Page 32 Page 33 Page 34 Page 35 Page 36 Page 37 Page 38 Page 39 Page 40 Page 41 Page 42 Page 43 Page 44 Page 45 Page 46 Page 47 Page 48 Page 49 Page 50 Page 51 Page 52 Page 53 Page 54 Page 55 Page 56 Page 57 Page 58 Page 59 Page 60 Page 61 Page 62 Page 63 Page 64 Page 65 Page 66 Page 67 Page 68 Page 69 Page 70 Page 71 Page 72 Page 73 Page 74 Page 75 Page 76 Page 77 Page 78 Page 79 Page 80 Page 81 Page 82 Page 83 Page 84 Page 85 Page 86 Page 87 Page 88 Page 89 Page 90 Page 91 Page 92 Page 93 Page 94 Page 95 Page 96 Page 97 Page 98 Page 99 Page 100 Page 101 Page 102 Page 103 Page 104 Page 105 Page 106 Page 107 Page 108Don’t lose your EAP to a managed care 800# . . . Warning Warning Warning Warning: : : : High High High High EAP EAP EAP EAP Utilization Utilization Utilization Utilization, , , , Success Success Success Success Stories, a Stories, a Stories, a Stories, and nd nd nd a a a a Great Reputation Great Reputation Great Reputation Great Reputation Alone Alone Alone Alone Won’t Won’t Won’t Won’t Protect Protect Protect Protect Your EAP from Your EAP from Your EAP from Your EAP from Closure Closure Closure Closure. . . . Dear Employee Assistance Professional: I am not puzzled anymore about why many EAPs are closing their doors. It’s not about host organizations trying to save money. It’s about CEOs listening to finance experts who say you are no better than a managed care 800#. In the past 12 months, I have spoken to many EAPs that got the budget ax and others who came close. Most are—or were—solid core tech EAPs with long track records. Still, each one was shocked when they got the bad news. In every case, the common denominator was management’s belief that the EAP could be contracted out for less. What went wrong? And will it happen to you? Build Emotional Bonds with Frequent Communication Build Emotional Bonds with Frequent Communication Build Emotional Bonds with Frequent Communication Build Emotional Bonds with Frequent Communication Many EAPs think they have a close bond with management. The truth is that they can double and triple this closeness with a few tweaks. Do this, and you will dramatically increase your perceived value and become part of the work culture. Marketing is all about frequency. Just like on television or on the radio, but your most valuable vehicle is a regularly published newsletter. Your goal is to get management to say “no” to the finance officer or insurance benefits consultant when or if they recommend cutting the program. You want the top brass to say, “We love the EAP the way it is, so we’re not changing it.” Frontline Employee newsletter will increase EAP utilization, market your program inside and out, give you top-of-mind visibility, and build a bullet-proof relationship with the organization. I call this maximum impact. FrontLine Employee is frequently distributed and written so it inspires emotional and behavioral changes among employees and produces an organizational “buzz.” Your EAP deepens within the work culture. I created FrontLine Employee in 2001 to help EAPs stay alive, save more lives, and thrive. No EAP newsletter has been created with these crucial goals.