• Lack of Awareness: Many employees, especially ENRICH Outsiders, simply don't know their company offers an EAP. When mental well-being support is bundled with your medical insurance plan, it can be unclear what help, especially immediate help, is available. This lack of awareness also creates a company culture where mental health discussions are secretive.

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• One-Size-Fits-All Care: Most EAPs offer a standardized model of care with nonspecific services. Employees who need counseling are often referred to a random therapist, regardless of their ENRICH (Ethnicity, Nationality, Race, Identity, Culture, or Heritage), irrespective of their need for ongoing, specialized help in a particular field of care. This one-size-fits-all approach alienates employees who want help but find the help wanting. Worst of all, the generic nature of the help leaves behind the most vulnerable people who need the most support.

 

• Antiquated: Most EAP services are still accessed via telephone rather than the digital tools we offer - which most millennial and GenZ employees are more comfortable with. This antiquated approach is a massive deterrent to employees seeking immediacy and privacy. When your employee needs immediate support, they don't want to call a hotline or fill out pages and pages of paperwork before they can get assistance. 

 

• Lack of Anonymity: As most ENRICH Outsiders are, skeptical employees will not go into a stranger's office and bare their souls. They are concerned about confidentiality. They fear using their EAP services will result in retribution, stigma, or judgment from their supervisors, resulting in adverse consequences. 

 

• Limited Accessibility: EAPs may not be available to all employees, particularly those who work remotely or part-time. This can create a divide within your workforce, with some employees having more access to support.

 

• Quality of Help: Good therapists don't like to work with EAPs because of their below-market-rate compensation, and the limited hours per client. EAPs, on average, offer a six-session maximum for employees, which is usually insufficient, frustrating to the therapist, and turns the employee against the therapeutic process.  Employees are usually left having to foot the bill if they want to continue therapy without interruption.

 

• The Issue Might Seem Too Trivial: Most employees believe their EAPs are for folks dealing with a crisis, such as alcohol or substance abuse/addiction, or life-threatening depression. But most of your employees are not in crisis. They need help, advice, and coaching with - what they perceive to be - pedestrian or minor issues, such navigating their relationships (both personal and professional), dealing with their boss, controlling their anger, finding their life's purpose, avoiding self-sabotage, or dealing with unconscious bias, to name a few. We focus on these "non-critical," but very important issues your employees believe are too trivial to seek help for.