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 firstname.lastname@example.org.
In today’s workplace, more generations are working side-by-side than ever before, with the largest portion of the U.S. labor force made up of millennials (34%), Generation X (34%) and baby boomers (29%).1 To best support the needs of a multigenerational workforce, employers should consider taking a refreshed look at how they develop benefits and programs, with an eye to what is most important to employees at each life stage.
Integrating employee health and workplace safety can have a positive impact on corporate performance because of the strong association between lifestyle risks and medical conditions with absence and workplace safety. Unfortunately, it is difficult to realize the benefits of integration when employee safety, occupational health and absence are managed by separate departments and involve multiple vendor partners.
Some companies have made significant progress toward integrating occupational health and safety programs. One example is featured in this post.
October 10 is World Mental Health Day. This year’s theme is Dignity in Mental Health: Psychological and Mental Health First Aid for All. “Mental Health First Aid (MHFA) is the help provided to a person developing a mental health problem or experiencing a mental health crisis. The workplace is a natural fit for a focus on mental health in general, and mental health first aid in particular, because colleagues and managers may be the first to recognize the signs of mental health issues in their co-workers.
Palliative care is more than just care delivered in a hospice or used at the end-of-life to relieve pain and symptoms before death. Palliative care should be offered alongside “curative” treatment for several chronic and life-threatening illnesses.
Are you tired of the same old open enrollment communication tactics? Not achieving the engagement results that you hope for year after year? It’s time to shake things up a bit and try some of the approaches that your savvy industry peers have been using to boost their employee engagement numbers. Here are 8 clever ways to achieve better engagement results.
Through a variety of employer, vendor and expert interviews, Global Business Group on HealthSM (GBGH) staff developed a list of “lessons learned” for employers who are considering purchasing a global employee assistance program (EAP). Some key issues to keep in mind include:
Twenty-one percent of large employers plan to actively promote accountable care organizations (ACOs) in 2018 and another 26% are considering doing so in 2019/2020. Close to a quarter of large employers (24%) plan to actively promote accountable care organizations (ACOs) in 2017. ACOs consist of health care providers that are creating a delivery model that ultimately accepts responsibility for the quality and cost of care for a defined population. However, it is not always clear how ACOs differentiate from the market or how they are consistently achieving initial contract goals and reducing costs. A common question employers ask is, “Is an ACO right for my company?”