The partner you and your people can trust.

MYgroup is your people partner, providing a high-touch clinically-led EAP as well as organizational support delivered with care, trust, and expertise through everyday challenges and critical moments.

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Looking for Your EAP Benefits?

Get 24/7/365 access to confidential, clinically guided support that connects you to the right care without having to figure it out alone.

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In the Market for an EAP?

Support your people while navigating complex workplace challenges with a partner who guides and supports you every step of the way.

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Administering an EAP?

Access ready-to-use resources, evaluations, and a trusted partner to call when people issues are sensitive, complicated, or high-stakes.

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Employee Assistance Program

Hands-on care and guidance, start to finish.

Does your EAP include hotlines, platforms, or directories that leave your people navigating care on their own? MYgroup focuses on people and hands-on partnership. Our support is clinically led from the first point of contact through resolution. When someone reaches out, experienced clinical care partners assess the situation, coordinate care, and follow through.

Our EAP can be customized to meet the unique needs of employees, college students, first responders, association members, and healthcare professionals. From everyday stressors to life’s hardest moments, people are supported by someone who stays involved and helps make care easier to access and navigate.

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Consulting Services

Real people empowering real people.

People challenges show up at every level of an organization. MYgroup supports organizations as they navigate leadership challenges, organizational health, and complex workplace dynamics.

This work includes leadership coaching, training, organizational health assessments, and support for sensitive or high-stakes situations. Because consulting is integrated with employee assistance, guidance is informed by real insight (and almost 40 years of experience) into how people and organizations actually function.

When challenges are complicated, having an experienced partner can make all the difference.

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Our Approach

Built for partnership, not transactions.

Real human challenges are rarely solved in just a single step. That’s why, when it comes to support, it’s not just what’s offered, but how it’s delivered that makes the difference.

Our approach is hands-on and relationship-driven. Individuals receive clinically guided support that continues beyond first contact. Our consulting work is guided by proven proprietary models and proven frameworks that bring structure and clarity to complex people challenges. Leaders and organizations have a partner who understands their context and stays engaged as situations change.

This kind of continuity builds trust, reduces friction, and helps people and organizations move through challenges with greater confidence.

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Endorsed by the Employee Assistance Professionals Association and trusted by organizations for nearly four decades.

92%

92% overall participant satisfaction rate

80%

80% of participants with performance-related challenges retain employment through formal referral support

29%

29% increase in life satisfaction* Compared to the industry average of 15%

14%

14% increase in work engagement* Compared to the industry average of 6%

43%

43% reduction in missed work hours* Compared to the industry average of 33.5%

15%

15% reduction in presenteeism* Compared to the industry average of 17%

13%

13% reduction in work-related distress* Compared to the industry average of 8%

I tell people all the time that the only program we operate out of HR that we never have problems with or complaints about is our EAP provider. The service we receive from MYgroup 
is truly exceptional.

Area Manager, Gaston County, NC

Case Studies

NGK Ceramics USA, Inc.

NGK Ceramics USA, Inc.

At our North American production facility, there are 750 employees who we need to be...

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Glen Raven, Inc.

Glen Raven, Inc.

As one of the most innovative fabric companies in the world, Glen Raven has a...

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Charlotte Pipe and Foundry Company

Charlotte Pipe and Foundry Company

A family-owned company, Charlotte Pipe and Foundry strives to put people first. That’s why, when...

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York Technical College

York Technical College

As a 2-year technical college, we have an older student body than a typical college,...

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City of Shelby, NC

City of Shelby, NC

With a population of 21,000, Shelby is a small community in the foothills of western...

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CaroMont Health

CaroMont Health

Established in 1946, CaroMont Health is a regional, independent, non-profit healthcare system with 4,400 employees,...

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Charlotte Country Day School

Charlotte Country Day School

As an elite private school, we expect the best from our students, our staff, and...

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Goodwill Industries of the Southern Piedmont

Goodwill Industries of the Southern Piedmont

At Goodwill, we believe everyone should have the opportunity to live independently, earn wages, and...

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In the market for an EAP?

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Supervisor Orientation Test

Welcome to your Supervisor Orientation Test! There are a total of 12 questions and you need to get at least nine correct to receive a passing grade. You may refer back to the Supervisor Orientation training materials if you need a refresher.

Which statement most closely describes an EAP?

A supervisor is not allowed to dispense a disciplinary action while an employee is being seen by the EAP, even if performance problems are continuing.

EAPs can reduce the risk of lawsuits by helping troubled employees resolve personal problems before they face adverse actions such as termination that can lead to expensive legal challenges.

Many professionals in the workplace may consult with supervisors, but the profession founded on the basis of helping troubled employees and consulting with supervisors in managing and intervening with troubled employees is:

Your employee says she has marital problems after you confront her about coming in late and calling in sick. As a result, you recommend that she call the EAP. The attendance problems stop. However, two months later, attendance problems return. Your prior discussion and recommendation to use the EAP was a "supervisor referral"?

Some employees have personal problems, but no performance problems. How would you respond: Your employee tells you she is having financial problems. She says if things get worse, she might have to file for bankruptcy. She has no performance problems. What would you do?

Your employee has a problem with absenteeism. When confronted, he says he will seek help from the EAP. A month later the absences continue. At this point, there is no need to make a supervisor referral because the employee has already gone.

Which one of these interactions with a troubled employee would most likely be perceived as serious and motivate change?

If you refer an employee to the EAP, but do not consult with the EA professional and do not provide written information concerning performance problems, all of the following are likely to happen EXCEPT:

If the employee is referred to the EAP, but refuses to sign a release of information, the supervisor will have no way of knowing if the employee followed through with the referral.

Meeting with an employee after referral to the EAP, and planning specific dates and times for other follow-up meetings is a powerful way of helping an employee feel a constructive sense of urgency to follow-through with the EAPs recommendations and reduce the likelihood of a return to performance problems.

You are concerned with your employee's continued absenteeism and problematic behavior on the job. You decide to refer your employee to the EAP. Unfortunately the employee does not go after agreeing to do so. How should you respond?