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When you want to uncover the whole story, follow the numbers.

Data and information are at the center of health management. This information can come in the form of claims, screenings, biometrics, health risk assessments, labs and activity trackers.

When this data is effectively aggregated and integrated, it can identify the emerging and high-risk individuals on the plan, who often drive a large portion of the costs.

These pieces of the puzzle can empower employees to be proactive with their health and help clinicians close gaps in care. This comprehensive view of an employee’s current health, biometric and lifestyle data can also fill in any gaps in the patient’s health, so doctors can provide the appropriate care faster.

Claims data and utilization patterns are essential to pinpoint areas for improvement. Looking at current and past health information will help organizations develop initiatives and targeted programs to empower employees to change behavior and develop better lifestyle habits.

Incentives toward health

“Health care incentives are inherently an economic concept: the health plan sponsor wants a result – healthy employees and cost containment – and is prepared to offer incentives to motivate behavior change that furthers the desired result,” according to a report in Oxford Academic.

When designing incentive programs to drive participation and behavior change, it is important to make sure the reward resonates with your population. Understand which incentives matter to individuals and integrate them into your program.

Think outside the box and customize rewards to match your employees’ independent motivators to drive engagement, which relates to the need for feedback from your population. Consider whether the incentive matches the difficulty of the behavior change and delivers real value to the participants.

Beyond discounts on health care, employers can incorporate price breaks on healthier food, rewards tied to prizes achieved through fitness tracking device activity or progress toward healthy biometrics. The simpler the platforms are to use and redeem rewards, the better the adherence.

The team at Unison Risk Advisors is experienced in using data and analytics to lower spending on employee benefits.

Related Content:

Culture of Health: Be Proactive by Encouraging Wellness (Part 1)

Culture of Health: Taking a Personal Approach (Part 2)

Culture of Health: Caring for the Whole Employee (Part 3)

Culture of Health: Encouraging Primary Care (Part 4)

To learn more, please contact us below or learn more on our Employee Benefits page.