Recuro Health’s Post

Currently, 133 million Americans are estimated to be living with at least one chronic condition. By 2030, that number is expected to rise to 170 million. This group accounts for 71% of U.S. healthcare spending, placing a heavy burden on employers who are key providers of healthcare coverage. To help alleviate this pressure, more employers are incorporating virtual care tools into their benefits offerings. By 2026, it's predicted that 40 million Americans will use virtual care solutions to manage their health. As the primary source of healthcare benefits for many Americans, employers have a major influence on shaping healthcare's future. When selecting benefits packages, employers should push the envelope, setting a new standard for the healthcare industry. The future of healthcare will build on the best of what’s working today. While the human connection remains essential, virtual care technology has the potential to enhance it. Do you agree? Share your thoughts. #VirtualCare #EmployeeBenefits #HealthcareInnovation #ChronicConditionManagement #FutureOfHealthcare

Where Can Self-Insured Employers Look to Find Healthcare Savings? – MedCity News - MedCity News As healthcare costs soar, self-insured employers must explore innovative strategies for savings. In an upcoming MedCity News webinar, HR leaders will delve into three critical areas: well-being, fraud, waste, and abuse, and third-party administration. The discussion will highlight the unsustainability of traditional cost-cutting methods and showcase how AI and personalized health platforms can uncover new savings opportunities. Join us to learn how to navigate the complex landscape of healthcare spending and implement effective solutions for 2025. #HealthcareIT #SelfInsured #CostSavings #AIinHealthcare #HRLeadership #HealthcareInnovation #Webinar ai.mediformatica.com #health #healthcare #cost #employers #webinar #medcity #news #selfinsuredemployers #about #administration #cuts #inflation #digitalhealth #healthit #healthtech #healthcaretechnology @MediFormatica (https://buff.ly/3YKzbU2)

When it comes to health plans, one size doesn't fit all. As brokers, it's our job to help employers assess whether a plan's provider network truly meets their employees' needs. Here's a comprehensive approach we use at Navigation Health: 1. Employee Analysis: Start by understanding your workforce. Consider age distribution, common health conditions, and family situations. This forms the foundation of your assessment. 2. Geographic Mapping: Plot where your employees live and work. Ensure the network has adequate coverage in these areas, including primary care, specialists, and hospitals. 3. Specialty Coverage: Based on your employee analysis, identify key specialties needed. Make sure these are well-represented in the network. 4. Quality Metrics: Look beyond quantity. Evaluate providers based on quality indicators, patient satisfaction scores, and outcomes data. 5. Accessibility: Consider wait times for appointments, especially for primary care and high-demand specialties. 6. Telemedicine Options: In today's digital age, robust telemedicine offerings can significantly enhance network adequacy. 7. Employee Feedback: Conduct surveys or focus groups to understand your employees' priorities and concerns regarding healthcare access. 8. Disruption Analysis: If switching plans, assess how many employees might need to change providers and weigh this against potential benefits. Remember, network adequacy isn't static. It should be reassessed regularly as your workforce and healthcare landscape evolve. At Navigation Health, we're committed to helping you navigate these complexities. Want to learn more about conducting thorough network adequacy assessments? Comment "I'm in" for a link to join our upcoming webinar. #NavigationHealth #NetworkAdequacy #EmployeeBenefits

When it comes to health plans, one size doesn't fit all. As brokers, it's our job to help employers assess whether a plan's provider network truly meets their employees' needs. Here's a comprehensive approach we use at Navigation Health: 1. Employee Analysis: Start by understanding your workforce. Consider age distribution, common health conditions, and family situations. This forms the foundation of your assessment. 2. Geographic Mapping: Plot where your employees live and work. Ensure the network has adequate coverage in these areas, including primary care, specialists, and hospitals. 3. Specialty Coverage: Based on your employee analysis, identify key specialties needed. Make sure these are well-represented in the network. 4. Quality Metrics: Look beyond quantity. Evaluate providers based on quality indicators, patient satisfaction scores, and outcomes data. 5. Accessibility: Consider wait times for appointments, especially for primary care and high-demand specialties. 6. Telemedicine Options: In today's digital age, robust telemedicine offerings can significantly enhance network adequacy. 7. Employee Feedback: Conduct surveys or focus groups to understand your employees' priorities and concerns regarding healthcare access. 8. Disruption Analysis: If switching plans, assess how many employees might need to change providers and weigh this against potential benefits. Remember, network adequacy isn't static. It should be reassessed regularly as your workforce and healthcare landscape evolve. At Navigation Health, we're committed to helping you navigate these complexities. Want to learn more about conducting thorough network adequacy assessments? Comment "I'm in" for a link to join our upcoming webinar. #NavigationHealth #NetworkAdequacy #EmployeeBenefits

Time is a precious commodity in healthcare, directly impacting the quality of care provided, patient outcomes, and overall healthcare efficiency. By implementing strategies for better time management, healthcare professionals can create a system that delivers timely, effective, and patient-centered care. What are some strategies for optimizing time management in healthcare? 1. Telehealth and virtual consultations: Utilizing technology can free up time for in-person appointments with patients requiring more comprehensive care. 2. Improved care coordination: Streamlining communication and collaboration among providers can minimize redundancies and delays. 3. Investing in administrative support: Freeing up healthcare professionals from administrative tasks helps them focus on patient care. 4. Patient empowerment: Encouraging patients to come prepared with questions and be proactive in managing their health conditions optimizes appointments. #Healthcare #PatientCare #TimeManagement #Telehealth #Support #PatientEmpowerment

When my friends and family ask me why I am so proud to work in #Healthcare, I point to moments like this. Big news today – the launch of Celeste, a first-of-its-kind health solutions company fueled by the belief that healthcare can be better. Celeste was born from an understanding that to break the healthcare status quo, we cannot focus on a single project or initiative, but we must address the full care system to deliver better outcomes for everyone. To do this, we must think outside of our traditional ways of working, and also outside of our position as industry insiders, to achieve better healthcare end-to-end. Celeste’s one-size-fits-one approach to member engagement and navigation applies behavioral science and advanced models to hundreds of data points, proactively guiding each member based on their individual needs and preferences. Celeste radically integrates data to give care teams a comprehensive—and shared—member view, allowing for a bigger picture that empowers collaboration. While member experience and outcomes are always the priority for Celeste, we know many employers face the challenge of identifying the needs of their employee population and finding solutions to fit, so we created an Innovations hub. A continually researched and thoughtfully curated best-in-class portfolio of solutions designed to help each employer meet their population needs with simplified contracting and billing to boot. It's a day that has been in the works for a long time and could not have been possible without a ton of people. Thank you to everyone who helped get Celeste off the ground so we could help connect members with the knowledge they need to make confident healthcare decisions. We’re starting to meet with consultants across the country to talk about how we can solve healthcare’s biggest challenges for employers and their workforce. Learn more here: MeetCeleste.com #MeetCeleste

Check out what my colleague is doing with a first-of-its-kind health solution!

When it comes to health plans, one size doesn't fit all. As brokers, it's our job to help employers assess whether a plan's provider network truly meets their employees' needs. Here's a comprehensive approach we use at Navigation Health: 1. Employee Analysis: Start by understanding your workforce. Consider age distribution, common health conditions, and family situations. This forms the foundation of your assessment. 2. Geographic Mapping: Plot where your employees live and work. Ensure the network has adequate coverage in these areas, including primary care, specialists, and hospitals. 3. Specialty Coverage: Based on your employee analysis, identify key specialties needed. Make sure these are well-represented in the network. 4. Quality Metrics: Look beyond quantity. Evaluate providers based on quality indicators, patient satisfaction scores, and outcomes data. 5. Accessibility: Consider wait times for appointments, especially for primary care and high-demand specialties. 6. Telemedicine Options: In today's digital age, robust telemedicine offerings can significantly enhance network adequacy. 7. Employee Feedback: Conduct surveys or focus groups to understand your employees' priorities and concerns regarding healthcare access. 8. Disruption Analysis: If switching plans, assess how many employees might need to change providers and weigh this against potential benefits. Remember, network adequacy isn't static. It should be reassessed regularly as your workforce and healthcare landscape evolve. At Navigation Health, we're committed to helping you navigate these complexities. Want to learn more about conducting thorough network adequacy assessments? Comment "I'm in" for a link to join our upcoming webinar. #NavigationHealth #NetworkAdequacy #EmployeeBenefits

When it comes to health plans, one size doesn't fit all. As brokers, it's our job to help employers assess whether a plan's provider network truly meets their employees' needs. Here's a comprehensive approach we use at Navigation Health: 1. Employee Analysis: Start by understanding your workforce. Consider age distribution, common health conditions, and family situations. This forms the foundation of your assessment. 2. Geographic Mapping: Plot where your employees live and work. Ensure the network has adequate coverage in these areas, including primary care, specialists, and hospitals. 3. Specialty Coverage: Based on your employee analysis, identify key specialties needed. Make sure these are well-represented in the network. 4. Quality Metrics: Look beyond quantity. Evaluate providers based on quality indicators, patient satisfaction scores, and outcomes data. 5. Accessibility: Consider wait times for appointments, especially for primary care and high-demand specialties. 6. Telemedicine Options: In today's digital age, robust telemedicine offerings can significantly enhance network adequacy. 7. Employee Feedback: Conduct surveys or focus groups to understand your employees' priorities and concerns regarding healthcare access. 8. Disruption Analysis: If switching plans, assess how many employees might need to change providers and weigh this against potential benefits. Remember, network adequacy isn't static. It should be reassessed regularly as your workforce and healthcare landscape evolve. At Navigation Health, we're committed to helping you navigate these complexities. Want to learn more about conducting thorough network adequacy assessments? Comment "I'm in" for a link to join our upcoming webinar. #NavigationHealth #NetworkAdequacy #EmployeeBenefits

My last post about the Sage Growth Partners annual survey of more than 100 C-Suite executives about "Health System Leader Perceptions and Priorities" covered how patient experience was only a priority for 25%. Today, let's talk about #DigitalHealth. According to the survey, leaders are frustrated with claims of using digital health solutions to improve patient experience, slipping as a priority for only a third of respondents. Patients want more convenient care experiences with their doctors, not with the scheduling system (also frustrating). If you want to address the real #patientexperience challenge, I beleive you should consider bringing the doctor to the patient (D2P), rather than bringing the patient to the doctor (P2D).  Virtual Care is a digital health solution that really improves the patient experience that matters: patient care. Virtual care can provide a P2D experience that is easy and effective. Unfortunately, most #telehealth solutions are not much better than the current patient experience and often require follow-up office visits (undermining the value). Effective virtual care often requires a local caregiver assisting the remote physician in assessing and treating the patient. Relationships are the most important part of health care, that digital health often overlooks. A new #CoactiveCare approach provides a profitable way for virtual care to solve the patient experience problem. A Coactive Care solution engages a virtual care team and patient in a new way. It balances the costs and resources to provide effective care in the patient’s residence using digital health. Learn more about Hippo Virtual Care solutions for quickly implementing a low-cost Patient Experience virtual care strategy here: https://myhippo.life/