Quantum Health’s Post

Employers and health plans continue to think creatively about integrating digital health interventions into care pathways, even as we all question the ways in which these point solutions calculate ROI, how effectively members are targeted and engaged within the broader context of our population health strategies, and ultimately how seamless the experience is for the member and how well we're connecting care pathways to promote access and smart utilization. In this recent opinion piece from Christina Farr, I found myself nodding along to the thoughtful comments from Ellen Kelsay, who highlighted how employers are now facing "point solution fatigue" - the result of years’ worth of adding more and more benefits to serve specific subgroups of their workforce.  This, of course, introduces further complexity in terms of engagement strategies. While well-intentioned, having dozens of point solutions often leads to a lack of utilization, not more, and higher costs, not lower. If we are seeking to engage the individual vs treat the disease, our engagement strategy must identify needs and serve up the right benefits at the right time to increase awareness and utilization and get the right kinds of engagement that delivers ROI for benefits. Our current operational and targeting models aren't enough to do this consistently and at scale - we must continue to invest in Next Best Action strategies informed by data, and powered by AI to introduce rapid learning and recommendation engagements, motivating positive behavior change, and empowering each individual plan member to take charge of their health. https://lnkd.in/gXeWScF8

A silent struggle is happening in workplaces everywhere. Employees with chronic conditions often go unsupported as employees fear stigma and discrimination, leading to productivity losses for employers who are unaware of the challenges happening behind the scenes. In a six-part series created with support from Pfizer, HAA is shedding light on the Great Disrupters, what we’re calling a group of chronic and chronically underdiagnosed conditions that cost employers over $100 billion annually in lost productivity and health care expenses. We explore disruptive and costly "hidden" health conditions, reveal their profound impact on employee well-being and productivity, and share ways that employers can provide meaningful support. Read the first installment in the series here: https://lnkd.in/g5Fhwzqj #ChronicConditions #EmployeeWellbeing #HumanResources #WorkplaceSupport #HealthAtWork #TheGreatDisrupters #ChronicIllnessAwareness #ChronicPainAwareness #EmployeeSupport #WorkplaceWellness

With the plethora of benefits offerings available, employers are increasingly faced with a complicated array of choices to navigate. Yet employees, especially those from historically underserved communities, continue to have many unmet healthcare needs, and employers bear the burden of high costs. Christina Farr dives into point solution fatigue, the costs of care, the ROI of benefits, and how the future of employee care might look. (Hint: it could be in caring for communities, like we do at FOLX!) From the article: There’s also an interesting trend that I discussed this past month with Liana M. Douillet Guzmán (she/her) from FOLX Health... In her view, the next iteration of Point Solutions is to focus less on the condition and more on the community that a member associates with. Guzman said that Folx can treat its members across fertility and family planning, behavioral health, primary care as well as other forms of treatment, and it has an easier time with both utilization and engagement because its members are so loyal. “By going narrow for who we care for,” she said, “we go wide in terms of what we can offer them.” Read the whole piece at: https://lnkd.in/eJRD4Ees

Grayce's integrated and comprehensive care model is a game-changer, especially in the health-tech industry. By addressing a wide range of needs, from healthcare to social care and financial management, you’re not just alleviating stress for employees but also simplifying life for employers. This holistic approach saves valuable time and energy, reducing the overwhelm of managing multiple point solutions. 🌟 #IntegratedCare #HolisticSupport #HealthTech #EmployeeWellbeing

Dealing with various 'point solutions' that lack clear return on investment (ROI) in terms of cost savings or enhanced outcomes is challenging for employers, #healthsystems and #healthplans! https://lnkd.in/dfXJmm_n #healthcare #digitalhealth #healthtech #healthcareCxOs

#ICYMI: Check out our blog post on addressing burnout among healthcare workers in aging services and reclaiming their purpose in this industry! Burnout can manifest differently for each person. Do you or your team members feel physically, mentally, and emotionally exhausted all the time? Does your team feel disengaged with their work? For many aging services workers, the answer is a resounding “yes." Read more here > https://hubs.la/Q02gR82k0

In a recent article Christina Farr highlights the persistent challenge of "point solution fatigue" in the health-tech industry. As employers face the complexities of managing numerous specialized solutions for various health conditions, the need for integrated and comprehensive care cannot be overstated. Julia Cohen Sebastien, our CEO & Co-Founder, emphasized a unique approach that goes beyond targeting high-cost areas plagued by behavioral economics challenges. "Grayce doesn’t just solve for one condition at a time. Our platform has the flexibility to do everything from health care to social care and even managing finances." By prioritizing what distinct populations need and offering a broader array of services without resorting to a "one-size-fits-all" approach, Grayce is leading the way in enhancing member engagement and providing comprehensive support. Our approach not only alleviates the burden of multiple point solutions, but also ensures that employees receive the holistic care they deserve. Read more here: https://lnkd.in/eJRD4Ees #Grayce #CaregivingSolutions #EmployeeBenefits

📊 Recent survey highlights the delicate balance U.S. employers are striking between managing healthcare costs (69%) and prioritizing mental health initiatives (63%). Employers are exploring cost-saving strategies while ensuring employee well-being. Read more: https://lnkd.in/gJ8R7W_s #Healthcare #MentalHealth #EmployeeWellbeing

It makes me so happy that people are becoming more accepting of trying different treatments for mental illnesses. Psychedelics could really be the future for mental health. I love how it gets to the root cause of people’s trauma/mental illness for true healing and quality of life. I would love to see more medical training and certifications in psychedelic treatments for medical professionals in the near future. Disclaimer: This therapy does require medical supervision and won’t be the answer for everyone. Rael Thymes LOVES helping businesses that promote wellness with herbs, psychedelics, whole, nutrition, exercise, yoga, meditation, energy healing, reiki, mindfulness, crystals, sound healing, functional medicine, naturopathy, and more! If you are a holistic health practitioner or wellness organization looking for a writer that understands your target audience and can help spread awareness about your services/products through written deliverables (blog posts, case studies, health articles, emails and more) feel free to send me a message! 🙂📧 ✉️ #psychedelicmedicine #psychedelictherapy #wellness #holistichealth #raelthymes #wellnesswriter

Just published: In a recent “large nationwide study”, conducted in Norway, Sterud et al. (2024) examined the impact of joint work risk factors on high level sick leave. Takeaways: •          Employees simultaneously exposed to a variety of risk factors are at higher risk of “high level sick leave”. •          Interventions that address multiple risk factors will “mitigate sick leave, improve productivity, and… provide a healthier and more supportive work environment”.    They considered the following risk factors: •          Psychosocial risks: “low job control and job strain, emotional demands, role conflict and poor leadership support”. •          Mechanical risks: “heavy physical work, heavy lifting, flexion of the back or neck, working with arms above the shoulders, and working primarily standing or squatting”. •          Physical and chemical risks: “dirt and dust, dampness, noise, solvents, or other irritating substances… excessive noise, body vibrations, and skin exposure to cleaning products”. Sterud, T., Marti, A.R. & Degerud, E. Comprehensive evaluation of the impact of workplace exposures on physician-certified sick leave in the general working population. BMC Public Health 24, 214 (2024). https://lnkd.in/gDrWdrZ2