The evidence is clear that preventive care and early diagnosis save lives. From cancer screenings to tests for high blood pressure, diabetes and other chronic conditions, studies have shown the dramatic positive impact of proactive healthcare. Yet nine out of 10 people delay the recommended health screenings for a wide range of conditions, even though these checkups are critical for prevention, early detection and effective treatment.
A wide variety of reasons account for the avoidance, says Bryce Miller, Vice President and General Manager of 24/7 Urgent Care and Primary Care at Teladoc Health. For some, the out-of-pocket costs for those doctor and lab visits are the main deterrent, while others lack awareness of workplace health benefits that could reduce or eliminate those costs. Another barrier is the lack of an ongoing relationship with a primary care provider to keep health screenings and follow-up visits on track.
“The PCP plays such a vital role in orchestrating the rest of care and ensuring we're up to date with our preventive screenings,” Miller says. “But unfortunately, 100 million Americans lack access to adequate primary care, and over 50 percent of Americans miss their wellness visits in any given year.”
Skipping preventive health services not only worsens health outcomes for workers and their families, it also raises the cost of healthcare. Consider cancer treatment, which employer surveys continue to show is the single largest medical condition cost driver. Healthcare costs in the year after a cancer diagnosis are about two to five times higher when the illness is detected at later stages compared to earlier stages, according to a study published in the journal Pharmacoeconomics.
For employers focused on improving outcomes and managing rising costs, closing gaps in care is essential — and HR and benefits leaders play an important role in guiding the path forward.
Here are three key steps to structuring a health benefits program that gets members on board with their preventive care.
1. Identify the gaps in care
As National Health & Performance Practice Leader at HUB International, Fran Scott helps employers build and improve their employee well-being strategies. She believes the first step in any effort to close employee care gaps is to identify where those gaps occur.
Miller notes that Teladoc Health’s latest enhancements to its proprietary Prism care delivery platform empower providers with real-time insights to identify preventive care opportunities during a visit. This reflects the organization’s enterprise commitment to intelligence that powers care teams and transforms fragmented care experiences into connected ones.
“Providers can discuss screening options with members, help them close gaps such as colorectal cancer screenings through a Cologuard at-home kit or make a referral to an in-network gastroenterologist, and even consult specialists provider-to-provider in real time,” says Miller. “This enables more needs to be addressed in a single visit.”
Early data measuring the impact of such inventions shows that 70 percent of Teladoc Health members agreed to act on the preventive care recommendations they received during a 24/7 Care visit.
2. Promote and incentivize proactive care
Besides addressing care gaps when health program members are already engaging with their primary care, it’s also important to create additional touchpoints for reminders.
“We all get busy with our lives,” Scott notes. “We have other things happening in our lives — elder care, child care, work — that can get in the way and cause us to put off those screenings.”
Miller adds that it’s sometimes difficult for members to keep track of their recommended screenings or access easily digestible information about what preventive services are covered in their health plans. Providers play a vital role in keeping members informed and helping them understand that many preventive care services are covered at no cost, which a surprising number of employees do not realize.
To move employees from awareness to action, health benefit program planners might consider offering incentives. In fact, data from the Rand Corporation research paper shows that employer wellness incentives increased participation by 20% on average. For example, an employee who completes an annual physical or colorectal cancer screening might be eligible for a gift card, a premium reduction, an HSA contribution or another perk, Scott suggests.
3. Foster a workplace culture of caring
The culture of the workplace plays a key role in whether workers act to close gaps in their healthcare.
“You've got to have a great culture for people to really feel good about themselves and want to take care of themselves,” Scott says. “Employers that have built up a healthy culture — meaning a trusting culture, a caring culture — will have a head start on closing these gaps.”
Building a caring culture can begin with understanding what employees need for their well-being and meeting them where they are. Virtual care can be an important tool for better analysis of patient health data and better access to care. As Miller points out, the ultimate goal in using these and other tools to help close gaps in care is better health outcomes and lower long-term costs.
“Healthy employees are happy and productive employees,” Miller says. “When we can make preventative care simple, convenient and efficient, employees are more likely to engage in the care and take the steps they need to prevent more serious health concerns.”
