How to reduce stress and enhance resiliency in your workforce
Stress is part of the environment in many healthcare settings. But did you know that high levels of stress sustained over a long period of time can be a major detriment to employee health—and can ultimately stand in the way of providing quality care to patients?
Five best practices that drive meaningful health engagement and get better results
Do you know what kinds of engagement are most meaningful in improving health? Do you know what factors are most impactful in program and incentive design?
Based on our work and research with top national organizations, we’ve identified five key factors that drive meaningful engagement–meaning engagement that matters in improving health.
In October, we conducted a brief survey of attendees to the AHIP National Conferences on Medicare and Medicaid. We asked for feedback on three topics:
Download this report to see a snapshot of what we learned.
As employee wellness programs have shifted from “nice to have” to “need to have,” employers have adjusted their views of what constitutes true employee health engagement. Defining engagement as mere participation is out. Engagement in health (rather than simply with program resources) is in. And designing rewards programs to reflect strategic goals is on.
As employers continue to encourage employees down the path to increased responsibility for health and healthcare, will expectations of wellness programs and predictors of engagement continue to shift as well?
RedBrick Health’s large-scale, two-year study followed over 180,000 participants to explore the impact of choice on health outcomes. The study analyzed six risk areas, including professionally collected biometrics and health habits.
Findings reinforce the effectiveness of the RedBrick consumer-centric model: When consumers were allowed to choose their health focus and modality (with data-driven guidance), they achieved clinically meaningful and statistically significant improvements at almost identical rates regardless of intervention modality.
The wellbeing of an organization’s employee population plays a significant role in the health of a company’s bottom line. Improving the health of employees can have a significant impact on an organization’s financial success through health care claims savings and increased productivity. Demonstrated financial savings are an important outcome of a well-executed health and wellness program. Given the imperative to demonstrate financial savings, RedBrick Health conducted a book-of-business study.
This study examined the financial impact of RedBrick Health programs on two commonly measured financial outcomes, health care expenditures and health related productivity loss.
You’re looking for results in your wellness program. RedBrick Health’s technology platform blends clinical and behavioral insight, social game mechanics and powerful data analytics to drive healthy behaviors and better outcomes.
This white paper provides an overview of the use of RedBrick Health’s multi-modal, adaptive digital coaching experience, Journeys. A two-year study of over 180,000 individuals finds clinical and behavioral improvements for stronger returns on everyone’s investment in health.
Confused about the wellness program provisions of the Patient Protection and Affordable Care Act, or just want to learn more? RedBrick Health has prepared this white paper to help our clients understand the rules and their implications on wellness programs and related reward models.
This white paper provides an overview of the different classifications of wellness programs, according to the final rules, and details what is needed to comply with these new requirements.