By now you’ve probably been hearing a lot about 2019 trends and you’re thinking,
”What should I be doing about this?”.
We’re here to help.
Follow along for a thought leaders perspective - Dr. Jennifer Musick PharmD. - for a breakdown on the 4 most important health & wellness trends for 2019
Who is Dr. Jen?
Dr. Jen founded Health Solutions in 2004 and serves as the President for the company. Prior to Health Solutions, Dr. Jen received her PharmD from the University of Iowa and completed a postgraduate residency program. This background as a clinical pharmacist and wellness visionary has been key to the development of Health Solutions unique strategic approach… a mash up of healthcare + corporate wellness + disease management.This strategy has proven to have significant outcomes for participants and clients alike.Dr. Jen’s vision is to leverage this approach in helping one million lives!
Trend #1
"From Big Data to Meaningful Data"
If you haven't climbed aboard the data analytics train yet, buy a ticket today from Dr. Jen! Everyone these days seems to have data analytics. The key is what you do with the data to implement proactive strategies to reduce risk and cost that really matters!
What should you be doing about it?
Leverage data about your population to identify opportunities for your members. Do they need to Be Informed, Get Well, or Stay Well?
Use this data to personalize the experience for your members from health plans and programs to rewards to reduce health risks and mitigate costs.
What’s the best way to start the data analytics conversation? Use our new service offering, WiseDecide™.
Trend #2
"Value-Based Health Care is replacing Fee-for-Service Models More and More”
The trends toward value-based health care and Consumer Directed Health Plans (CDHP) will continue in 2019, and Employers can leverage these two strategies in their own health plan populations. Employers can use data to look for opportunities for risk sharing with employees and focus more attention on outcomes, rather than actions, while providing tools and resources for support.
What should you be doing about it?
Educate plan members on the rising costs of health care, their potential contribution to the issue(s), and how they can be a part of participating in the solution(s). Share with them the health management strategy you've developed and how it's going to be executed year by year.
Engage members in the right solution at the right time and reward them for doing so.
Design a values-based health plan that supports your top conditions and aligns with the actions you want members to take.
Track success and adjust where needed.Remember to celebrate successes with your members so they stay engaged in the process.
Trend #3
"Prioritizing Self-Care"
Self-care initiatives can no longer be just a “nice to have” but rather a “need to have” to manage member health and mitigate risk to the health plan. Especially regarding emotional health. 44% of employees are reporting feeling burned out. Depression is now the leading cause of poor health and disability worldwide. Employers who are prioritizing wholistic wellness and mindfulness practices in the worksite are on the rise!
What should you be doing about it?
Incorporate self-care and mindfulness initiatives into your culture, wellness program and health management strategies.
Keep in mind, a one-size fits all strategy won’t work. Self-care looks very different for an employee dealing with chronic disease compared to a new mom learning how to manage the demands of work and home. When a person is dealing with a chronic condition you tend to see an impact on their mental health, and they can become less motivated to participate in self-care and treatment plans.
The goal in prioritizing self-care is to drive behavior change, however, be realistic and understand that real behavior change for the most at risk members on your health plan will require time, attention and intervention.
Trend #4
"Personalized Wellness"
Dr. Jen's motto is "one-size does NOT fit all" regarding a wellness program. To substantially move an employee health plan population in a healthier direction and see ROI, customized and creative health plan and program designs are necessary. Digital healthcare and technology can help support this customization, and the utilization of these two solutions will improve access, affordability, and communication. However, keep in mind, these won’t solve for the intervention needed by the riskiest members on the health plan to control costs.
What should you be doing about it?
Analyze member level data to understand opportunities for Be Informed, Get Well, and Stay Well strategies and then leverage technology to bring the right solutions to the right member at the right time.
Use health plan and program data to identify gaps in your health management and wellness programs and then be creative in health plan design and program alternatives.
Implement health plan designs that provide support and motivation for your members.
Provide a “personalized” disease management intervention to your at-risk members in addition to your population-based health promotion, self-care and wellness strategies.
