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EAP Implementation & Operations

What Comes After Mental Health Day Is More Important | How to Turn Employee Feedback into EAP Improvement Tasks

2026.10.23 12:38

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EAP · Psychological Counseling

Once the October Mental Health Day campaign concludes, the survey results and open-ended comments remain. However, once the results report is submitted, the subsequent process is prone to becoming haphazard. This article [regarding] the collected opinions Who can change it Divided by, Improvement Task Card We have organized the EAP vendor's requests and outlined how to incorporate them into next year's operations.

short answer
To turn employee opinions into tasks, ① opinions EAP Provider / Company (HR) / Manager/Organization / Next Contract Divide based on who can make the change, and ② for each task Problem, Basis, Changes, Department in Charge, Deadline, Verification Indicators, Timing of Employee Announcement Create a card containing [the following], ③ deliver the vendor request in writing before the quarterly review or contract renewal, and ④ inform the employees of the changes again. Only aggregated opinions and indicators should be used as the basis; consultation details or individual usage information should not be included.

📌 Why opinions disappear after a campaign ends

Immediately after a campaign, the focus is on summarizing and reporting the number of participants and satisfaction levels. However, comments actually made by employees, such as “I didn’t know how to apply” or “I can’t make a reservation after work,” often end up simply appended at the end of the report. There are generally three reasons why feedback does not lead to actual projects.

The person to replace them has not been decided. Because it is not distinguished whether the task should be handled by the EAP vendor or the company, no one takes on the responsibility.
Missed the timing to speak with the company It is difficult to reflect opinions if they are raised after the contract renewal or next year's budget has been determined.
No word returned to the employee If you feel that nothing has changed, the next survey response will decrease.

The method of classifying opinions into perception, accessibility, trust, service experience, and organizational environment and setting priorities is How to Connect Mental Health Campaign Feedback to EAP Operation Improvement It was covered in [place]. This article is the next step. The process of creating an assignment and actually changing it We focus on this. The WHO also set the theme for the 2026 World Mental Health Day as “Lived experiences heard: real voices, real change,” emphasizing that the voices heard lead to actual change.

🧩 Dividing opinions by 'who can change it'

Even with the same opinion, the task changes if different people are in charge of changing it. First, try assigning a person in charge to each opinion.

Who changes it?	If this is the opinion	Assignment Example
EAP companies	“There are no available times after work,” “It took a long time for the first consultation.”	Expanded weekday evening and weekend reservation hours, and compile and share the time taken from application to the first consultation in the monthly report.
Company (HR)	“I didn’t know there was an EAP,” “I’m worried the company will find out.”	Added application channels to the internal portal and recruitment guides, and specified the scope of information the company receives in the notice.
Managers and Organizations	The workload needs to change before the counseling.	Deliver as a workload and workforce management agenda item, separate from EAP tasks (manager meetings, executive reports)
Next contract	“I wish family members could receive counseling as well,” “I wish there were chat counseling options.”	Include changes to the service scope in next year's contract and budget proposals for review.

💡 Do not include opinions regarding the organizational environment as EAP tasks. EAP is a service designed to support employees, not a means to change workloads or organizational structures on their behalf. It is sufficient to refer such opinions as a separate agenda item and simply record that they have been referred.

🗂️ Creating Improvement Task Cards

Once the person in charge is assigned, organize each task into a single card. Six items on the card are sufficient.

item	Content to write	Writing example
problem	One sentence describing what is inconvenient from an employee's perspective.	It is difficult for shift and night workers to schedule consultations at their desired time.
reason	Number of aggregated opinions, survey question results, aggregated values from company reports	Among the campaign's open-ended comments, opinions regarding reservation times were the most frequent, while the 'booking at a desired time slot' question in the user experience survey received the lowest score.
Content to change	Who changes what	Requesting EAP providers to extend weekday evening and weekend counseling hours
Responsible/Deadline	Company representative, vendor representative, target completion date	HR Benefits Manager / Vendor Operations Manager / Reply by December Review Meeting
Confirmation indicators	Aggregation indicators to check if they have changed	Number of reservations by time slot in the monthly report (aggregation), score of the corresponding item in the following survey
Staff Notice	When and with what sentence to announce	January Internal Notice: 'Extended weekday evening consultation hours'

When making cards, the assignment 3 to 5 items It is better to reduce it. If you turn every opinion into an assignment, nothing will be finished. If you collect the remaining opinions separately as 'opinions reviewed but not reflected this time,' you can review them again next year.

📥 View Anonymous User Experience Feedback Questionnaire

🔍 Materials that can be used as evidence, materials that are not used

The 'Basis' section of the assignment card must be filled only with materials that the company is legitimately entitled to receive. The Framework Act on Workers' Welfare states that in the process of implementing the EAP, the worker's To ensure anonymity is determining ( Article 83, Paragraph 2 The exception is only if the individual has agreed to the subject and content of the disclosure. Article 55 of the Enforcement Decree Information regarding health is subject to the Personal Information Protection Act Sensitive Information no see( Article 23 The Personal Information Protection Commission's guide to personnel and labor relations also includes statistics Anonymization is the principle And, we inform you that it is not personal information only if the statistics make it impossible to identify the person.

division	data	How to write
Materials that can be used	Campaign survey aggregation, results of grouping free opinions by topic	Write only the number of opinions and the topics, and summarize sentences that identify specific people.
Materials that can be used	Company-wide aggregates from EAP vendor monthly and quarterly reports	Overall figures such as usage volume, time taken to book, and proportion by channel
Materials that can be used	Summary of anonymous user experience surveys	We set criteria for not disclosing questions with low response counts and write accordingly.
Unused materials	Individual usage status, consultation topics/content	Neither requested from the company nor used as evidence
Materials to be used together	Statistics by department and job level with few personnel	Since the small group can be guessed, I group them by warrior unit.

Whether it is okay to receive statistics by department May I receive departmental statistics from the EAP monthly report? It was also covered in the inquiry. The criteria for classifying free opinions as anonymous is Criteria for classifying free-form opinions in the job stress survey as anonymous Please refer to this.

🤝 How to request improvements from an EAP provider

Rather than conveying company requests verbally Sending the assignment card as a document This is good. There must be a record of what was requested and what was answered so that it serves as grounds for contract renewal.

Setting the timing If there is a regular review meeting, we will bring it up as an agenda item; otherwise, we will schedule a separate meeting before renewing the contract or determining next year's budget.
Dividing the request scope : Please distinguish between what can be changed immediately within the current contract (notices, reservation management) and what requires a contract modification (adding channels, expanding target audience).
Agreeing on Confirmation Indicators We determine with the vendor in advance how to verify the changes. If an indicator is not included in the vendor's report, we request that it be added via an aggregation method.
Get reply deadline : Determine the deadline for responding regarding feasibility, schedule, and cost fluctuations.

Tasks requiring contract changes must be included in next year's budget proposal. The method for dividing budget items is... Creating a 2027 EAP Budget I have organized it in [location].

🗓️ Implementation schedule from late October to next January

It is easy to lose track of time at the end of the year due to a rush of contract renewals and budgets. Below is an example of a schedule following Mental Health Day. Please use it in advance to align with your company's contract timing.

period	Things to do	Result
Late October to early November	Organize campaign opinions, divide by person in charge, select 3–5 tasks	Draft of improvement task cards
November	Supplementing the evidence with an anonymous survey on EAP usage experience	Summary results by question
November to December	Vendor review meetings and contract change tasks will be reflected in the budget proposal.	Company response, next year's budget proposal
December to January	Notify employees of changes, and record reference values for verification metrics.	Internal Notice, Next Maintenance Date

📣 A sentence to inform employees of 'changes'

The notice does not need to be long. What I heard → What I changed → How to use You just need to write three lines in order. If you also explain why you haven't been able to change something yet, it builds trust.

Notice Example
During the mental health campaign last October, we received many comments stating that “it is difficult to schedule counseling appointments after work.”
So, starting in January, we changed it so that you can book consultations on weekday evenings and Saturday mornings as well.
You can apply through the EAP menu on the internal portal as before, and usage status is not communicated to the company individually.
We plan to review the suggestion to expand family counseling when signing the contract next year.

✅ Improvement Task Checklist

divide

☐ For each opinion, the person in charge of the EAP vendor, company, manager, or next contract was attached.

☐ Opinions on the organizational environment were deferred as a separate agenda item and recorded.

☐ I reduced the number of tasks to 3 to 5.

reason

☐ I used only aggregated opinions and indicators as the basis.

☐ Individual usage status and consultation details were not requested.

☐ The statistics for small groups were grouped together.

execution

☐ I sent the assignment card to the company as a document and received a reply deadline.

☐ We included the contract change task in next year's budget proposal.

☐ We set the verification indicators and the next inspection date.

notification

☐ I informed the employees of the changes and the points still under review.

❓ FAQ

Q1. There aren't many campaign suggestions. Is it okay to make this into an assignment?

Yes. If the number of opinions is small, you can simply add one more supporting argument. By comparing aggregated values from EAP vendor reports or the results of short-term anonymous user experience surveys, you can verify whether the minority opinions represent recurring issues.

Q2. If there is feedback that counseling satisfaction is low, do I need to check what kind of counseling it was?

It is not recommended for the company to verify individual consultations. Ask the vendor about their agent change procedures or quality control methods, and receive satisfaction ratings only through aggregates. It is advisable to guide employees to a direct channel through which they can report individual complaints to the vendor.

Q3. What if the company says they cannot fulfill the request?

Document the reasons why it is not possible and the alternatives. If it is outside the scope of the contract, move it to next year's contract or the requirements of the RFP, and notify employees that it is 'under review'.

Q4. How do you receive feedback from employees who have actually used EAP?

The company cannot and must not know who has used the service. Send an anonymous survey to all employees and have only those who answer "I have used the service" answer the service questions, or use a method where the vendor sends the survey to users and the company only collects the results. I have organized the questions that can be used immediately in the anonymous feedback questionnaire on usage experience.