The missing piece in achieving better employee health and well-being
For employers to successfully support the mental and physical health of their workforce, they must address three key factors.
Programs that support employee wellbeing and take a holistic approach can be a powerful tool for employers. Yet, until now, something has been missing from the equation: many of the people who need the most support aren’t getting it.
Today, with the COVID-19 pandemic impacting every aspect of people’s lives, employers are re-examining ways to support employees’ changing physical, mental and family support needs, and to help protect people’s health and wellbeing — while also juggling the demands of tightening budgets. In fact, nearly half (48%) of employers surveyed recently indicated that it may impact their benefits offerings in 2021. The pandemic has highlighted a greater need to look at benefits that place an emphasis on the whole person. In this new paradigm, reaching the right people — those who most need support in reaching their health goals — and keeping them engaged for success is more important than ever.
Related: Recognition & engagement: A health care case study
For employers to successfully support the mental and physical health of their workforce, while also reducing costs, their health and wellness programs must address three key factors — resulting in a “win-win” that creates both happier and healthier employees and more effective all-around offerings.
Key factor 1: Reach the people who need support the most.
More than 83 million Americans — more than 1 in 3 — are managing two or more chronic conditions that require frequent and recurring health care. Effective programs must resonate with this population, which has been found to need support the most. According to the Chronic Care Action Index, 56% of health care providers see their patients with multiple chronic conditions at least twice a month, yet 76% of people with multiple chronic conditions report their health hasn’t improved in the past year.
This highlights a critical issue: a disconnect between the doctor’s office and patients’ homes. By leveraging machine learning and state-of-the-art data analysis, wellness programs can — and should — identify the people who are accessing the health care system at the highest rates without getting better. These are the individuals most likely to benefit from additional support to improve their health and well-being.
Key factor 2: Place an emphasis on the “whole person” — mental as well as physical health.
Mental health has always been an important issue, but increasing stress and anxiety spurred by the pandemic makes it a crucial component for employee health and wellness programs. In mid-July, a Kaiser Family Foundation poll found that 53% of adults in the United States had already reported their mental health was negatively impacted due to worry and stress over the coronavirus. To address this challenge head-on, employers need to think beyond gym benefits and in-office wellness options.
In order to drive real change, successful programs understand and address the complete picture of an employee’s health — including medication, nutrition, fitness, and other factors impacting wellness like sleep and mental health as they have been impacted in this far from a normal year. The Chronic Care Action Index also found that exercise (51%), eating healthier (40%) and getting more sleep (38%) were the changes people most wanted to make in relation to their health — but found most difficult to make. Further, nearly one-third of respondents (29%) cited motivation as a barrier to following their doctor’s guidance. If a program connects the dots between all facets of health and provides continued support, it will drive change in health outcomes.
Key factor 3: Provide a personalized, easy experience that keeps people engaged.
One-to-one support is essential in helping people understand their whole health picture — and it should be available at an individual’s fingertips when they need it. With society shifting to remote work and virtual or distanced social activities, technology has had its moment to shine as a connector. Consumers are already comfortable using multiple channels — video, phone, online, chat — and valuable health and wellness offerings leverage all of them to keep participants enthusiastically engaged. Individuals want something that is easy to use and available when they need it most. Accessibility drives long-term change and has a positive effect on health outcomes.
As we look ahead to the new year, employers will need to provide benefits that go above and beyond what we’ve considered to be “standard” in the past. They need to not only meet the needs of their employees but do so in ways that are engaging, personalized, and reach those who need additional support the most. By selecting the right wellness programs, employees can become healthier, happier and more productive — and that benefits everyone.
Eric Hamborg is co-founder and chief commercial officer at MOBE.
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