How employers can successfully navigate the explosion of digital health solutions
Amid this rapidly evolving sector, employers have to figure out how to evaluate new and existing vendors, as well as new components.
The marketplace is flooded with digital health solutions. In the first half of 2021, digital health funding reached $14.7 billion, already surpassing the total venture funding raised in all of 2020. This influx of digital health solutions poses a challenge to employers, who are overwhelmed by the number of options available and finding the best solution for their employees’ needs.
On top of venture funding, digital health mergers and acquisitions have been on the uptick — 2020′s top 20 digital health deals totaled $50 billion. In the past few years, we’ve seen a consolidation of condition-specific point solutions including acquisitions by Omada of Physera, Accolade of 2ndMD, Teladoc of Livongo, Ginger and Headspace, and many more.
Related: Avoiding digital health decision-making paralysis starts with evaluating engagement
With solutions consolidating, employers have to figure out how to deal with the changes amongst their existing vendors, whether to add new components that are available through mergers/acquisitions, and the growing pains that the vendors can experience. The changes in the vendors and solutions may prompt the client to re-evaluate their existing vendors, solutions, and digital health strategy.
As benefit advisors and population health consultants we guide leaders through the decision-making process for digital care solutions every day, including how to determine what they need and distinguish between the different point solutions. Here’s a detailed guide to navigating the current digital health landscape.
The state of the digital health benefits landscape
Employers face many challenges in digital health benefits navigation, including getting employee engagement in the solutions they provide. Nearly a quarter of consumers (23%) say reliable and secure digital tools that help them understand their health habits would motivate them to take a more active role in managing their health. And 26% are willing to switch to a new solution for higher-quality digital services. However, companies first have to determine which solution is the best fit for their particular workforce.
Throughout the pandemic, we’ve seen the demand for virtual primary care providers and behavioral health solutions increase. Oftentimes, these options are related to specialty and disease categories, and woven into management programs for diabetes, hypertension, musculoskeletal care, or other specific conditions. By combining clinical protocols with the science of behavior change, these integrated care solutions can allow for more proactive, tailored recommendations for employees as well as a deeper understanding into challenges and opportunities to improve health outcomes and ultimately build lasting change.
More employers are opting for “roll-up” solutions with multiple offerings (such as behavioral health and several condition-specific treatment plans) instead of a portfolio of point solutions that only serve one specific purpose (such as weight management). Selecting a more integrated, one-stop solution for your workforce needs has the potential to address co-morbidities and simplify the user experience for both employers and their employees.
How to approach the decision-making process
The addition of digital solutions should be coupled with a strategy that is based on employer-specific data, promotes employee engagement, and is consistent with overall organization goals. The first step in the decision-making process is for employers to assess health and productivity cost drivers, current program performance, and employee needs through surveys and focus groups. Taking a data-driven approach can help to focus on priorities, establish measurable objectives and assess which solutions are the best fit to both engage employees and deliver an integrated experience.
After priorities are determined, it’s time to wade through the myriad of different options to determine the best fit for your organization’s needs. Organizations will need to refine objectives, interpret pain points and match them with solutions to address their needs. A consultant with industry knowledge may be helpful in identifying which solutions are proven in the marketplace to meet best practice standards and deliver measurable outcomes. In addition to matching best practice vendors, consultants can also help design a strategy to promote your programs and provide metrics to assess vendor performance and assist with ongoing vendor management. When adopting the right digital health solution for your workforce’s needs, employers may see a significant improvement in health outcomes for their employees.
For instance, the first year that one of our clients offered Omada’s digital health solution, the results were that more than a quarter of the employees enrolled were able to maintain a weight loss of 5% or more, which led to a 58% reduced risk of developing type 2 diabetes. Overall, 50% of employees who completed at least 16 weeks of the program had a projected three-year diabetes risk reduction of 38% or greater.
Choose a solution that engages long-term
Integrated solutions that engage employees at every major touchpoint of their health care journey are crucial for a return on investment both from a usage standpoint but also from an outcomes perspective. This omnichannel experience should be woven into all facets of employee interaction and care delivery. It can enable health systems to engage with employees, assess their needs, and determine individualized treatment and care plans. Consider a health navigation solution that guides employees to the most appropriate care for their needs and helps them understand the breadth of their employers’ health-related offerings, meeting them wherever they are in their health journeys.
Assess whether the solution offers the convenience of virtual-first care for most situations (like chronic condition management or medication adherence) with options to supplement their care with in-person visits when necessary. A digital front door or single point of access may create a clear path to efficient, on-demand, continuous treatment for both employees and benefits teams.
With all the comprehensive digital health solutions in the marketplace, it’s important to focus on the needs of your employees first and marry them with your organization’s objectives. Benefits evolve over time but the importance of establishing a healthier, happier workforce will always remain constant.
Louise Short, MD, MSc, is national clinical leader at Strategic Benefit Advisors / Brown & Brown, and Rich Babcock is a population health & well-being consultant at Brown & Brown.
Read more: