Previouslyoverlooked by some employees, local physicians using telehealth andnational providers are seeing a significant surge in appointments.(Photo: Shutterstock)

The ongoing COVID-19 emergency continues to change the wayAmericans live and work, while altering how people navigate thehealth system. Given more than half of Americans have health carebenefits through their place of work, employers are uniquelypositioned to help employees maintain or improve their well-beingduring these difficult times.

Enter telehealth, an increasingly popular option for medical adviceamid the COVID-19 situation. Previously overlooked by someemployees, local physicians using telehealth and national providersare seeing a significant surge in appointments as more people usedigital devices to access care and medical advice virtually,including with behavioral health specialists and physical,occupational and speech therapists. The motivation: Improvingaccess to more affordable, convenient care, while reducingpotential exposure risks to COVID-19 associated with in-persontrips to health care facilities.

Related: Virtual care 2020: What's next?

With more than half of employers reporting that virtualsolutions rank as a top health priority, here are strategiesorganizations may consider to help maximize the value of thoseefforts:

1. Start or expand access

Most large employers offer at least some type of telehealth benefit totheir employees, so improving employee awareness and use of thistechnology should be a priority. Corporate executives and humanresources leaders at companies of all sizes should continue toevaluate what telehealth options may be currently available toemployees through their health plan, local care providers or othertelehealth service providers.

To help make these resources more convenient, some options giveemployees 24/7 access to virtual visits that – while unable todiagnose or treat COVID-19 – can provide medical advice related tothis condition (including guidance for in-person testing andtreatment, if needed) and other health issues such as allergies,rashes or flu. Currently, some health plans are waiving membercost-sharing for telehealth visits, including those related toCOVID-19.

2. Consistently communicate

Employers may consider creating consistent–andcustomized–communication strategies to help encourage the adoptionof telehealth resources, especially in connection to COVID-19. Infact, 63% of people report they would likeinformation from their employer about COVID-19 at least daily. Tohelp encourage people to start and continue using telehealthresources, some employers send out welcome kits, monthly emailreminders and direct-mail materials that highlight the potentialconvenience, flexibility (24/7 or scheduled appointments) andaffordability of this technology. Tailored communication strategies– informed by deidentified claims data – may help more employeesaccess relevant resources.

3. Offer Incentives

In general, people may be motivated by a combination ofintrinsic factors, such as wanting to help maintain or improvepersonal health and avoid disease, and extrinsic ones, such asfinancial rewards. To help encourage the latter, employers mayconsider offering employees financial incentives for usingtelehealth resources.* For instance, across a group of small,mid-sized and large employers, employees had the opportunity toreceive a $5 pre-paid gift card for completing a virtual visitregistration, helping generate a 40% increase in sign-ups comparedto a control group.

4. Add virtual wellness programs

Besides telehealth, employers may consider adding or expandingvirtual wellness programs, including ones that are designed to helpemployees prevent or better manage certain chronic conditions (suchas diabetes or obesity) that may be risk factors for complicationsrelated to COVID-19. For instance, employers may be able to providevirtual programs that give employeespersonalized, interactive online weight loss support, which mayhelp motivate people to get active. With many gyms and otherexercise facilities currently closed, at-home support programs maybe increasingly valuable.

Employers may also consider telephonic programs that connectpeople with licensed counselors to help address various issues,including family and marriage difficulties, alcohol or substancemisuse, and depression or stress.

Driving more consistent use of virtual resources may encouragehealthier and more productive employees, while curbing health carecosts by helping people avoid potentially riskier in-person healthcare settings amid the COVID-19 emergency and in the future.

Dr. Donna O' Shea is chief medical officerof population health management for UnitedHealthcare.

Read more: 

• Telemedicine is here to stay–and not just for thedoctors
• Amid coronavirus outbreak, telemedicine providesvital link to care and prevention
• Why more employees are embracingtelemedicine