The cost of retaining employees, sustaining productivity and managing business risks are universal organizational concerns. Yet many of the factors that contribute to absenteeism, reduced productivity and other business costs are either preventable or modifiable.
As a private, independent, for-profit company, COPE is attuned to these issues. Whether trying to retain talent, protect intellectual property or manage the risks inherent in today’s global environment COPE is prepared to partner with your organization in these areas:
- Critical Incident Management
- Benefit Cost Reduction
- Employee Retention & Productivity
- Risk Management
Critical Incident Management
The death of an employee, an armed robbery, a violent natural disaster; these are examples of a “critical incident.” Critical incidents can have a profoundly negative impact on the workforce – from short-term absenteeism to longer-term disability.
More than ever, employers understand the medical and non-medical benefits of training employees for and debriefing them after a traumatic event.
HealthCare & Risk Management
Studies show that 20 percent of employees drive 80 percent of benefit costs. As employee benefit costs rise, workplace assistance programs like COPE’s offer a cost-effective way to help at-risk employees.
Working with frontline managers, human resource and benefits specialists, COPE steps in at the earliest stages to address the behavioral issues that create, complicate or extend the need to be away from work.
Employee Retention & Productivity
Marital and family problems, financial or legal difficulties, stress, and workplace conflict can become Personnel Department problems when they interfere with attendance, concentration, the quality of the work product, or workplace morale.
COPE’s certified, professional counselors provide confidential assessment, short-term counseling and referral to employees and their family members with the goal of getting the employee back on the job, doing their best.
COPE’s long-term economic value to an organization is its combined clinical and non-clinical understanding of your company’s workforce, core values and the business priorities. By analyzing and mapping utilization rates, incidents of workplace conflict, and elevated stressors to individual business units, COPE can develop a strategic workforce map for resource planning and development.
According to the U.S. Commerce Department, 70% of all family enterprises never make it to the second generation, due largely to the lack of solid transition planning. In fact, closely held companies face a challenge that larger, publicly traded companies seldom due.
Whether a business passes to family or to an outside party, the first and most important steps in the complicated process is overcoming the emotional and psychological hurdles involved in planning for ownership and/or management changes. As a private company, COPE brings its own transition planning experience and counseling skills to bear on the process.