Here are a few steps benefits professionals can take today to begin to get a more complete and integrated picture of employee health and well-being.
By Jim Pritchett|December 05, 2018 at 10:37 AM
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As benefits professionals, there are two recurring issues that likely have you reaching for that bottle of Excedrin on your desk-–managing multiple vendors and looking at multiple, disparate data sets about your employee population. One vendor refers to your people as “members” and is able to tell you about their health care claims, while another refers to them by ID number and tells you about your drug spend. Yet another refers to your people by name and can tell you all about their HRAs—but never the three shall meet.
Consequently, you never get a good sense of the big picture: what are the biggest challenges to your employees’ total well-being? How do these issues connect? What tools and resources change their behavior? What else might they need support with? What are the right incentives to get them to really engage? And of course, what can I do lower our costs and determine if our wellness initiatives are generating a ROI?
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