The Business Group Blog was created to share and discuss information about challenges and solutions to the health care benefits issues that large employers face today and tomorrow — such as controlling health care costs, reforming the health care delivery system, and engaging employees in their health and benefits — and will provide insight into national health policy issues. We hope you find this information useful and will consider subscribing to the blog and sharing any thoughts or ideas with us at email@example.com.
Lyme disease, caused by a tick-borne bacterium, doesn’t typically affect a large amount of employees, however those who are suffering from Lyme disease often experience frustration in getting care to manage these symptoms. A small minority are even debilitated by the disease, preventing them from working and maintaining a good quality of life. Here are 5 strategies employers can use to help support employees to avoid or manage Lyme disease.
Success cannot be defined nor sustained by one dimension of our lives. Our physical health affects our work performance, and our job satisfaction affects our emotional well-being in and out of the office. The lessons we learn in one role make us stronger in another, but we oftentimes find ourselves in conflict between responsibilities. A workplace culture of health and flexibility can assist employees in achieving work-life harmony and position businesses as employers of choice.
Do you have a best friend at work? If so, chances are you’re more engaged in your job than your peers without one.1 You may even be more successful at engaging your customers or clients and produce higher quality of work.2 While it may seem counter intuitive to some, research shows that having strong social bonds with coworkers is associated with a number of positive business outcomes, including those mentioned above. In fact, research also indicates that even minor increases in social cohesiveness among employees can lead to large gains in productivity.3
A recent study by Truven Health found that 42% of employees are stressed. And while 27% of employees say that they’re coping, 15% are not.1 “Stress is a reality for most, especially when the work itself is by its very nature stressful (such as health care),” says Laura Putnam, author of Workplace Wellness that Works and CEO of Motion Infusion. “But the real question is how do we become more resilient in the face of these demands?” The answer, Laura contends, is to “make it the job of every organization, every leader and every manager to ensure that resilience-building practices, such as offering compassion, expressing gratitude, exhibiting positivity, and prioritizing well-being, are modeled, encouraged and normalized at work.”
In our modern world, flexibility is the freedom to thrive in and out of the office, and it’s what women want. Today’s top talent is attracted to forward-thinking, flexible, and family-friendly workplaces.
After decades of growth, women’s participation in the U.S. workforce has been declining. In 1990, the United States had the sixth highest female workforce participation rate of 24 OECD economies. By 2014, it dropped to 22nd.1 Research indicates the lack of family-friendly policies accounted for approximately 28% of the relative decline.2
Accountable care organizations (ACOs) are being considered as one the key strategies in the next frontier of efforts to improve health care delivery and control health benefit costs. Roughly one in four large employers plan to pursue an ACO strategy in 2017 and that number is expected to grow in the coming years. However, employers have many questions about how ACOs deliver value better than the network models they offer today. To help employers better understand and evaluate ACOs in their markets, two groundbreaking tools have been released by the National Business Group on Health.
Stephen Schwarzman, Chairman and CEO of global private equity firm Blackstone and chair of the President’s Strategic and Policy Forum, published a letter to the editor in the Wall Street Journal on June 19. His letter was in response to an earlier WSJ editorial on paid family leave, “The Ivanka Entitlement,” which critiqued the President’s 2018 budget proposal requiring states to provide six weeks of paid family leave for new mothers and fathers, including adoptive parents.