Doug Condidorio’s Post

https://lnkd.in/ewaN8Y7v Out of the three main trends employers should watch in 2024, it’s no surprise that rising healthcare costs are the first concern. Many #employers have already begun to combat skyrocketing costs by turning to #ValueBasedCare solutions to help them deliver quality care at a reduced cost. In #Tennessee, Vanderbilt Health Employer Solutions provides value-based #health #benefits that address specific population health needs. Learn more at https://lnkd.in/gcQiFKRh  

Chief Healthcare Executive: "Employers are concerned about rising healthcare costs, but they also see other trends to watch in the year ahead. The Business Group on Health released its list of trends to watch in 2024, and they include some familiar concerns, such as cancer costs and mental health. However, employers are also saying they are growing frustrated in the performance of some of their vendors and partners. They are also taking a broader look at the well-being of their employees." #healthcareindustry #healthcarecosts #employeebenefits https://lnkd.in/gJFmTCSp Nick Stefanizzi, Dale Sagen, Renya Spak

Understanding and fostering "cultures of equity" within healthcare systems can be pivotal in bridging pervasive health inequities, offering a promising path to enhance both quality and fairness in healthcare delivery. There's highly transformative potential in incentivizing health equity through performance metrics, addressing healthcare deserts, and acknowledging the broader impact of health systems on communities, requiring sustained funding and a long-term commitment to meaningful change. #Healthcare #HealthEquity #Health

Health care quality and affordability is top of mind for everyone, especially employers. That includes a focus on specific health issues, such as cancer, behavioral health and obesity. Here are some strategies employers can think about to better support the health of their employees, while bringing down the total cost of care: 1️⃣ Cancer is among the top cost drivers for employers, partly due to expensive treatments and the growing prevalence of this disease among younger people. Health plans that help guide employees to high-quality care providers and integrate medical and pharmacy benefits can support improved health outcomes and higher value care. 2️⃣ Behavioral health resources continue to be important for employees and their families. Given this, employers that offer high-quality behavioral health coverage provide significant benefit to their employees, making it more likely people will access evidence-based treatments. 3️⃣ Decisions about whether or not to cover weight-loss medications remains an area of focus. While these drugs offer significant promise, they are not a silver bullet. Instead, employers should consider them in the context of their broader strategies that might include counseling, exercise and nutrition programs. Learn more from my colleague Craig Kurtzweil in this story: https://lnkd.in/ee_VGvRz

During times of healthcare crises, like life-changing diagnosis, there is nothing more important than support. This is especially true in the employee-employer relationship. However, it is equally important for this support to be provided to employees before health risks emerge. One such example of the need for preventative care is cancer screenings. This article reports that “across the global workforce, 1 in 5 employees are at risk of developing cancer in their lifetime, according to the World Health Organization, and people under 50 years old are increasingly facing cancer, with a 30% spike in the past several years.” Additionally, half of employees who have known diagnosis do not share their diagnosis with their employers. These numbers reveal two critical areas that need improvement. Firstly, communication about the benefits of preventative care is not being prioritized, secondly, very few employers are incentivizing preventative care. Unfortunately, this trend exists in all areas of healthcare. For better employee support, it is important for employers to rectify this problem. #healthcare #EmployeeBenefits #PreventativeCare #CancerCare

In healthcare, the terms 'population health' and 'public health' are often used interchangeably; however, they encompass different approaches and objectives. Understanding these differences is vital for healthcare professionals, policymakers and organizations aiming to improve health outcomes on a community and population level. So, what are these differences and where are we in this process? Let's examine them together!  https://lnkd.in/dig9XZBp #Tiga #HealthcareIT #PopulationHealthManagement #Blog  

Attention healthcare C SUITE, startup founders, and investors: I wanted to share some insights from a population health management perspective that are particularly relevant to our field. While I may be biased, I firmly believe in the transformative potential of telehealth, patient engagement programs (such as those for managing #diabetes and #hypertension), as well as robust reporting and care coordination. These three pillars, when effectively integrated, have the power to revolutionize care delivery systems. This is especially true as we shift towards an API model for prior authorization of care, streamlining processes and enhancing patient outcomes. Let’s discuss how we can leverage these advancements to shape the future of healthcare. #HealthTech #Innovation #PatientCare #Telehealth #CareCoordination #HealthcareStartups Thivaher (Thiv) Paramsothy Ashleigh Marie Brown

Health care quality and affordability is top of mind for everyone, especially employers. That includes a focus on specific health issues, such as cancer, behavioral health and obesity. Here are some strategies employers can think about to better support the health of their employees, while bringing down the total cost of care: 1️⃣ Cancer is among the top cost drivers for employers, partly due to expensive treatments and the growing prevalence of this disease among younger people. Health plans that help guide employees to high-quality care providers and integrate medical and pharmacy benefits can support improved health outcomes and higher value care. 2️⃣ Behavioral health resources continue to be important for employees and their families. Given this, employers that offer high-quality behavioral health coverage provide significant benefit to their employees, making it more likely people will access evidence-based treatments. 3️⃣ Decisions about whether or not to cover weight-loss medications remains an area of focus. While these drugs offer significant promise, they are not a silver bullet. Instead, employers should consider them in the context of their broader strategies that might include counseling, exercise and nutrition programs. Learn more from my colleague Craig Kurtzweil in this story: http://spr.ly/6048V7WFa

𝐏𝐨𝐩𝐮𝐥𝐚𝐭𝐢𝐨𝐧 𝐇𝐞𝐚𝐥𝐭𝐡 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐌𝐚𝐫𝐤𝐞𝐭 The population health is the outcome of health analyzed in a group of individuals for improving the health of entire human population. These groups are often geographic population such as communities or nations, and also disabled persons, ethnic groups, employer groups, prisoners and any other groups. ➡️𝑭𝒐𝒓𝑴𝒐𝒓𝒆𝑰𝒏𝒇𝒐𝒓𝒎𝒂𝒕𝒊𝒐𝒏 @ https://lnkd.in/gh4GMQ-Q 𝐓𝐡𝐢𝐬 𝐫𝐞𝐩𝐨𝐫𝐭 𝐬𝐞𝐠𝐦𝐞𝐧𝐭𝐬 𝐠𝐥𝐨𝐛𝐚𝐥 𝐩𝐨𝐩𝐮𝐥𝐚𝐭𝐢𝐨𝐧 𝐡𝐞𝐚𝐥𝐭𝐡 𝐦𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐦𝐚𝐫𝐤𝐞𝐭 𝐨𝐧 𝐭𝐡𝐞 𝐛𝐚𝐬𝐢𝐬 𝐨𝐟 𝐜𝐨𝐦𝐩𝐨𝐧𝐞𝐧𝐭, 𝐝𝐞𝐥𝐢𝐯𝐞𝐫𝐲 𝐦𝐨𝐝𝐞, 𝐞𝐧𝐝-𝐮𝐬𝐞𝐫 𝐚𝐧𝐝 𝐫𝐞𝐠𝐢𝐨𝐧𝐚𝐥 𝐦𝐚𝐫𝐤𝐞𝐭 𝐚𝐬 𝐟𝐨𝐥𝐥𝐨𝐰𝐬: Population Health Management Market, By Component: Software, and Services Population Health Management Market, By Delivery Mode: Web-based, On-premise, and Cloud-based The report has focused study on population health management market by basis of end-user such as: Healthcare Providers, Healthcare Payers, Employer Groups, and Government Bodies This report has been further segmented into major regions, which includes detailed analysis of each region such as: North America, Europe, Asia-Pacific (APAC), and Rest of the World (RoW) covering all the major country level markets in each of the region 𝑫𝒐𝒘𝒏𝒍𝒐𝒂𝒅 𝑺𝒂𝒎𝒑𝒍𝒆 𝑹𝒆𝒑𝒐𝒓𝒕 @ https://lnkd.in/g4CArUQW 𝐤𝐞𝐲 𝐏𝐥𝐚𝐲𝐞𝐫𝐬 : Beurer GmbHOMRON GroupGE HealthCareAgilent TechnologiesDrive DeVilbiss HealthcareMedline Industries, LPPARI Respiratory Equipment, Inc.

2024 Employees and employers alike can expect their health care costs to increase in 2024. In fact, many anticipate health care costs growing between 6% and 8.5% in 2024, the largest increase in over a decade. Employers should consider the following key drivers of 2024 health care costs and strategies to manage them: • Mental health challenges—Employees’ mental health concerns and needs, such as depression, anxiety and substance use disorder, undoubtedly rose during the COVID-19 pandemic and continue to linger in its aftermath. Thus, employers are expected to continue to expand access to mental health support and services; many plan to provide more options for support and reduce cost barriers to care. • Pharmacy costs—Specialty and costly prescription drugs—especially the high demand for diabetes and obesity drugs—and cell and gene therapies are behind employers’ pharmacy cost increases in 2024. Employers can implement pharmacy management strategies, including prioritizing transparent pharmacy benefit manager practices and plan design changes, to address rising drug and treatment costs. • Cancer treatment—Since the pandemic disrupted preventive screenings, employers anticipate more late- stage cancers among workers. In response, employers can encourage advanced screening measures and employees should maintain full coverage of recommended prevention and screening services. To combat rising costs this year and beyond, employers are focusing on improving health outcomes, reducing unnecessary services, and prioritizing preventive and primary care. Reach out to us for more tips on managing costs. #healthcare #medicalbills #healthcarecosts #budget #medicalbudget #expenses