Sit down with Will Herold, DHS Group’s VP of Business Development to chat about common wellbeing-related open enrollment questions and benefit tools that can help get insight into what to keep in mind during that season in order to ensure success for you and your employees.
Engage, a part of the DHS Group HealthSpective program that offers an integrated suite of health and wellness solutions, supports the whole employee and promotes healthy changes that lead to long-term rewards through education and engagement. How can you put it to work for you and your team?
“Climbing the curve of innovation” means offering wellbeing and engagement solutions that buck industry standards and boldly empower employers and employees towards better population health. What steps should you take?
On a daily basis, hospital systems and healthcare providers deal with hundreds of patients checking in to see a countless numbers of physicians. Not to mention, the paperwork that goes along with each patient, in general and specific to each visit. Working in healthcare is hard. What can you do?
This week, Melissa Vajas, a Registered Dietitian and member of DHS Group’s Wellbeing team, returns to the blog to answer a few questions and have a conversation about the value of investing in health. The topic is one that Melissa feels strongly about as her goal is to help her clients invest in the small changes that will add up to make a greater overall impact on their health and wellness.
Dynamic Health Strategies, LLC (DHS Group) is pleased to announce the acquisition of Connect, a patient information network and suite of healthcare software and hardware products (renamed SecurePass) from Ohio-based CrossChx, Inc..
Believe it or not, back-to-school is just around the corner. While you gather up the supplies you need and wrap up final preparations, it’s also important to take the time to make sure your school’s health and wellbeing programming is ready for the new year.
Wellbeing programming isn’t just a “checked box” anymore; rather, it’s being looked at as a way to make a true impact on a company’s population. However, while having the program is the first step, it’s not the only step you need to take.
If you’re considering starting, or working to revamp, your employee wellbeing program, it’s time to start to consider the real meaning of the word “wellbeing” as it falls into the title of your program. Take a look at the true definition of wellbeing and broaden the scope of your program to include all-encompassing components that can help your employees live well – in more than just a single area of their lives.
Backyard barbecues are a staple of the summer season. However, our favorite summer dishes can often be loaded with empty calories that can lead to unwanted weight gain. This year, make simple changes to transform your traditional cookout into an occasion that’s both delicious and nutritious.
HR Executive Jack Kluepfel agrees, “Employees see health and wellness offerings as a mark of progressive employers. Attractive employers, employers of choice, offer opportunities for people to engage in their health.” How can employers grow their programs? What should be the first item on the list?
The Society for Human Resource Management (SHRM) recently released their 2017 Employee Benefit Survey. While the survey covers a multitude of areas across the benefits landscape, we’re looking at four trends that stood out when it comes to wellbeing, overall benefits and more.
There are myths and questions that follow us in nearly every area of life and employee benefits and wellbeing are no different. We take a look at four of the “most popular” employee benefits and wellbeing myths and debunk them with knowledge on the topic.
We recently caught up with Rich Siegenthaler, DHS Group’s new VP of Employer Solutions to chat about everything from wellbeing program to success, to the value of health coaches and everything in between.
“With increasing demands from consumers for enhanced healthcare quality and increased value, healthcare providers and payers are under more pressure to deliver better outcomes.” If you’re feeling the pressure, consider looking to analytics to help.
“There was this initial focus on health and fitness – physical health. Now everyone is saying, ‘What about financial wellness, emotional well-being and mindfulness?’” So… what about it? Is there a reason to pay attention to this “mindfulness?”
Vacations are all fun and games, right? We all know traveling can be an amazing opportunity, but on the flip side, unfortunately, they can also wreak havoc on our health. Before you head out on your trip, make it a priority to find a balance and decide early to make healthy choices at your getaway destination while you’re also having fun!
Just because wellbeing is the current darling of the benefits industry; that doesn’t mean that it’s something that comes easy. However, it is something that, when you put time and effort behind it, can make a big difference for your workforce, and ultimately, your company.
Most places you look for information on healthcare and benefits information these days, you’re going to find discussions on data, but how can you actually utilize it to control/lower your costs? Keep reading for three steps to keep in mind.
With the expansion to smaller groups, data and analytics are providing the opportunity for more and more companies to look closely at the problems their populations are facing – and with that, getting the opportunity to find better and more successful solutions.
When you’re chatting with benefits or health and wellness providers, they might mention someone called a “population health consultant.” Ultimately, in working to improve the health, benefits and wellbeing of your employees you’re improving population health, but what is it that this “population health consultant” does? How do they make a difference as part of your team?
If you care about your employees, you’re worried about their overall wellbeing and have likely added health wellness to the regular pile of benefits you’re already offering. But, have you measured your employees’ financial stress lately? Turns out, more than 80 percent of employees say financial stress is their #1 stressor, one of the many reasons you should consider adding financial wellness to your existing wellbeing programming.
While it might seem easy and understood that kids are getting the daily exercise they need, that’s not always the case. That’s where FlyMovement, a Houston-based youth health advocacy non-profit, comes in.
March is National Nutrition Month! DHS Group's Certified Health Coach Tess Zasuwa joins the blog to share a few recommendations on how to "fuel your move" using smart food choices (including the information you gather from the brand-new US nutrition labels).
DHS Group's HealthSpective Engage: Move which has been implemented at universities and K-12 schools since its inception in 2012, combines sophisticated but easy to use activity tracking software (compatible with more than 40 wearable devices and apps), an engaging group-based dashboard and powerful back-end analytics to streamline and elevate physical education programs across all education levels.
Our guest blog series, where we feature industry leaders and partners and give readers the opportunity to read expert advice from across the wellbeing and employee benefits industries, is back this week with a post from benefitexpress. In this guest post, benefit express shares their insights around the value of including wellbeing alongside your employee benefits programming.
URAC accreditation “is recognized as a key differentiator and independent validation of quality,” and is often a requirement when it comes to joining a specific network. In order to maintain or gain URAC accreditation, participating companies must undergo and annual Measure and Data Validation review by a URAC-approved third-party vendor. How can DHS Group help?
“Information is the oil of the 21st century,” Gartner Research’s Peter Sondergaard, said. “… And analytics is the combustion engine.” It's become more obvious that the time to "just talk" about the value of analytics and data and what they can do to help companies combat high healthcare and benefits costs... So what can be done?