PERSOMA > 21st Century Employee Assistance Partners > Why consider our EAP

PERSOMA, P.C. and Family Services of Western Pennsylvania have formed a partnership to provide a state-of-the art Employee Assistance Program, one that combines the foundational strengths of a core EAP program with the skills and knowledge to address workforce effectiveness in today’s increasingly complex business environment. This strategically focused model will address the spectrum of concerns of employees in today's business environment, and provide tools to leadership to help them moved their organizations "into the 21st Century."

1. Response to Shifts in the Workforce

   This new Employee Assistance Program has been developed with the awareness that shifts in the workforce have become permanent, requiring enhanced resources to manage and maintain a workforce in increasingly competitive environments. These shifts include the persistent and rapid changes in the business environment that are now the norm for most organizations:

   • The widening disparity between what managers were trained to do and what jobs now require them to do in order to meet increasing demands for competitive results;
   • Companies’ needs to develop collaborative team environment, in order to achieve strategic business goals, and to maintain high levels of customer satisfaction;
   • Downsizing, restructuring, mergers and other organizational changes that have radically altered what has been termed the “traditional employment contract” – requiring a transformation in management approaches;
   • Unrest among employees and leaders in many companies, as they wrestle with job insecurity and intensified pressures to perform at higher levels than ever before.
   
   
2. Knowledgeable, Expert EAP's and Consultants: Needed Now More Than Ever

   These organizational shifts require increased workforce skills, and external resources such as a strong EAP to address workforce issues.  These “people issues” include:

   • Working with difficult people while maintaining the dignity of self and organization
   • Effective conflict resolution
   • Impact of work demands, including travel, on work/life balance
   • Career planning
   • Burnout and stress
   • Life transitions and the impact upon work
   • Daycare and childcare demands
   • Marital and other personal relationships, and work/family stressors
   • Increased diversity in organizations
   • Staff turnover, including difficult-to-fill areas, i.e., technology
   • Working with boards who provide little direction for executive and/or agency
   • Working with boards who are too involved in the operations of the organization