Demonstrating care for your employees through the right mix of benefits and programs, including digital health interventions, is an important part of attracting and retaining top talent.
While interventions have been a tool that benefits leaders and brokers have been using for decades, it is challenging to design these initiatives. The primary reason for this lack of success ties to having easy access to health benefits utilization data to assess the employee population’s true needs. This lack of accessible data precludes developing models to project expected outcomes and identifying the segments of the population that would benefit from these interventions.
Let’s look at some of the mistakes companies make when designing well-being interventions:
- Mistake No. 1: Making a Quick ROI the Primary Goal
- Mistake No. 4: Launch an Intervention and Then Let It Roll
