How do you balance the roles of peer support and EAP in your organization?

1 What are peer support teams?

Peer support teams are groups of trained employees who provide emotional and practical support to their colleagues after a critical incident. They are usually composed of peers who share similar backgrounds, experiences, or roles with the affected employees, and who can relate to their challenges and needs. Peer support teams can offer a safe and confidential space for employees to express their feelings, share their coping strategies, and receive information and resources. They can also help employees access other services or referrals if needed.

2 What are employee assistance programs?

Employee assistance programs are external services that offer professional counseling and assistance to employees who are dealing with personal or work-related issues, such as stress, trauma, mental health, substance abuse, or family problems. They are usually contracted by the employer and provide confidential and free sessions to employees and their dependents. EAPs can help employees cope with the emotional and psychological impact of a critical incident, as well as address any underlying or concurrent issues that may affect their well-being and functioning.

3 How are they different?

Peer support teams and EAPs have different roles, scopes, and limitations in responding to critical incidents. Peer support teams are more accessible, informal, and familiar to employees, and can provide immediate and ongoing support in the workplace. They can also help create a culture of solidarity, trust, and resilience among employees. However, peer support teams are not trained or qualified to provide clinical or therapeutic interventions, and may not be able to handle complex or severe cases. EAPs, on the other hand, are more professional, formal, and objective, and can provide specialized and evidence-based counseling and treatment to employees. They can also help employees deal with issues that may not be directly related to the critical incident, but that may affect their recovery and performance. However, EAPs may be less accessible, convenient, or comfortable for employees, and may not be able to address the organizational or systemic factors that contribute to or exacerbate the impact of critical incidents.

4 How to balance them?

Finding the optimal balance between peer support teams and EAPs is dependent on various factors, such as the type, intensity, and frequency of the critical incident, the characteristics and preferences of the affected employees, the availability and quality of the services, and the organization's policies and practices. Nevertheless, some general guidelines should be followed: establishing clear roles and boundaries between peer support teams and EAPs that are communicated to employees and managers; encouraging employees to use both services as necessary while respecting their confidentiality, autonomy, and consent; monitoring and evaluating both services' effectiveness and satisfaction; seeking feedback from employees and managers; identifying any gaps or challenges; making adjustments or improvements as needed; and recognizing both services' contributions to the workforce's well-being and productivity.