A broker’s guide to positioning the EAP as a leadership support system, not just an employee benefit
Most EAP conversations focus on frontline employees. But in today’s workplaces, it’s managers who are absorbing the hidden weight of team stress, emotional tension, and constant change. And many are quietly burning out because of it.
As a broker, you can help clients reframe the EAP as a support system for leaders—not just a service for struggling employees. When positioned well, the EAP becomes a leadership tool that reduces emotional labor, improves team dynamics, and protects long-term performance.
Why Managers Are Burning Out
- They’re handling performance, morale, and mental health with no formal training
- They’re expected to be motivators, therapists, coaches, and culture carriers—all at once
- They often take on emotional strain from both their team and leadership
- They don’t feel comfortable asking for help themselves
What the EAP Can Offer Managers
1. Confidential Support for Their Own Stress
- Short-term counseling, coaching, and burnout recovery tools
- Space to process difficult team situations without fear of judgment
2. Guidance on How to Support Others
- Manager consultations on handling tough conversations
- Scripts for EAP referrals or check-ins with employees
- Support during layoffs, conflict, or trauma in the workplace
3. Access to Tools that Make Leadership Easier
- Tip sheets, guides, and email templates for promoting well-being
- Webinars or quick trainings on psychological safety, empathy, and boundary-setting
Manager Burden Check-In Tool
For HR teams to use in one-on-one or pulse conversations with managers
| Question | Scale: 1 (never) – 5 (Always) |
|---|---|
| I feel emotionally drained at the end of most days. | |
| My team comes to me with personal or emotional issues. | |
| I feel unsure of what to say when someone shares they’re struggling. | |
| I carry team stress home with me. | |
| I know how and when to refer someone to the EAP. | |
| I’ve used the EAP myself—or would feel comfortable doing so. |
Tip: Any score of 4 or 5 = an opportunity for HR to offer EAP resources, coaching, or manager support.
How to Activate the EAP for Manager Wellness
- Include EAP information in manager onboarding and leadership development programs
- Host manager-only EAP Q&A sessions or lunch & learns
- Build quarterly manager resource kits tied to real team challenges (burnout, performance, return to office, etc.)
Final Word for Brokers
Managers are holding the emotional weight of the organization—and most don’t have a place to set it down. Help your clients see the EAP as part of their leadership strategy. It’s not just about employee care. It’s about keeping the people who care for everyone else from burning out.