P. 7 If you decide to approach an employee with an offer of EAP support, remember that it is not just what you say, but how you say it. • Try general questions such as, “How are you doing these days?” or “Is everything alright?” to show you care without stepping into personal territory • Also, use an even, unexaggerated, natural tone of voice that does not demand a mandatory response. (This approach gives an employee the opportunity to tell you as much as he or she feels comfortable sharing.) If the employee identifies a problem, you then have the opportunity to offer EAP support • Have EAP information (promotional materials or other information) readily available and stress that the program is confidential. This means no one will ever know that the employee accessed the service, or what he or she discussed. The only exception to this rule of confidentiality is if the EAP consultant learns that someone is at risk of self-harm or of harming others. In this case, the consultant may be required to report the situation to the appropriate authorities • And finally, remember to treat the employee with dignity and respect. Respect is the foundation of all good interactions; with it, even your most challenging conversations will be successful With these few key points in mind, and a gentle approach, you can show your employee the support he or she needs to seek help. EAP support can: • Assess and determine the severity of a situationor problem • Detect early signs of a more serious situation • Match the employee to the most effective support for his or her issue • Investigate potential solutions and outline a treatment plan • Assist the employee to focus on problem- solving There may be times when you feel that an employee could benefit from EAP intervention, such as when someone has experienced the loss of a loved one, a divorce or separation, an accident, or a severe illness.