“It’s important to note why it’s even important to get this data,” Sirine Jazi, DHS Group Director of Client Engagement and Analytics, said. “Short answer is, even fully-insured companies want a healthy and productive workforce – that translates to productivity and bottom-line dollars.”
Most employers agree that health and wellness programs are vital to improving employee well being. The question is, should they also be providing resources to empower employees to tackle financial issues and the associated stresses they bring?
“It is local health coalitions, that prove instrumental in working with all local stakeholders to change this inefficient method of health benefits design and delivery,” Houston Business Coalition on Health Executive Director Chris Skisak, said.
Regardless of whether you view employee wellness from the view of an industry professional, a person who is tasked with finding and implementing wellness strategies for groups of employees, or that of someone who is partaking in said programming, you’re sure to have begun to noticed a shift. A shift from just “wellness” to an all-encompassing “wellbeing” strategy.
Many schools have begun to offer an online solution for students to fulfill their required health and physical education curriculum. A digital solution not only gives students the chance to fulfill educational requirements in a flexible environment, but also provides a chance for students to “learn by doing."
HealthSpective offers answers to the full spectrum of benefit management needs: benefit program design, health plan enrollment and operation, population health data analysis and wellbeing and employee engagement. It’s with this integrated solution that a change towards true employee health can be found.
“Health and wellness opportunities” can mean a variety of things and include countless different programs and features, more and more, a focus on a company health plan’s healthcare analytics is becoming part of the equation.
Finding the money to implement the wellness programs you want can be one of the biggest steps in the process. However, if you utilize a bit of creativity as you work with your carriers, brokers and stop-loss insurance companies, you may have money available to cover the cost of these programs.
At DHS Group, “climbing the curve of innovation” has taken the company from its beginnings in HEDIS® reporting and Medicaid and Medicare exchange auditing to now offering a full-circle healthcare platform, HealthSpective® that is working to change the face of healthcare today by facing industry standards head-on.
Studies show that excessive stress can really take a toll on your long-term health; meaning you could become sick with things like the “common cold” more often and even developing conditions such as obesity, diabetes, etc. So what can you do?
Facing the decision to become a “partner in health” can seem overwhelming, but it doesn't have to be. While you work to put bigger plans into action, things like healthcare data and analytics, activity tracker programs, wellness coaching and other population health and engagement tools, take these three steps to start improving your workplace wellbeing.
Working under HIPAA compliance can be a daunting task and, often, one that seems overwhelming.Where do you start when it comes to rules and complicated inner-workings of the law? How can you best prepare your employees to both understand and apply the HIPAA rules?
As the majority of U.S. employers are now offering wellness and wellbeing programs and beginning to understand its importance, many still struggle with finding programs that are successful at making positive behavioral changes in their population.
Whether you have a program in place or are looking for a new way to impact your population health through wellbeing programming, what should you look for to define success?
“In 2015, the Centers for Disease Control and Prevention (CDC) reported that productivity losses linked to employee absenteeism due to illness cost employers $225.8 billion annually in the United States, or $1,685 per employee,” Magdalena Mook, CEO and Executive Director of the International Coach Federation (ICF), wrote in a recent article in the Business Journals.
That said, the money lost doesn’t stop at absenteeism as the nearly $226 billion doesn’t include disability and workers comp costs, overtime and part-time help, employees who are underperforming because they’re coming to work sick, not getting enough sleep, are stressed and more. What can be done?
As the cost of unwell workers continues to rise (obesity, for example, is expected to cost the United States more than $210 billion per year, up from $147 billion) due to increased number of chronic illnesses, lack of transparency, consumerism and decision tools, and the traditional fee-for-service model, it’s more important than ever to make decisions now that can help you prepare for the future.