Many of the largest health plans will say that on the commercial side, their members will churn in 2/3 years. People change jobs, or they change insurers at open enrollment. That doesn't provide an incentive for them to care about the long-term health of a member.
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Prikaži ovu nitHvala. Twitter će to iskoristiti za poboljšanje vaše vremenske crte. PoništiPoništi
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Hvala. Twitter će to iskoristiti za poboljšanje vaše vremenske crte. PoništiPoništi
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If they are trying to sell chronic disease solutions only to employers, that is part of their problem. Employers want their health plan and their benefits consultant’s clinical groups to weigh in and validate efficacy and cost savings.
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Entrepreneurs have to be able to talk to all three groups to be successful in sales.
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#digitalhealth doesn’t fit traditional business models in healthcare:#CES2020https://davidleescher.wordpress.com/2013/01/11/business-models-of-digital-health-technologies-implications-for-roi/ … -
Previous digit solutions. I think we’ll see some surprises in the very near future.
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...and critically important to resolve regression to mean objection and attribution of savings since employers deploy multiple solutions against employees.
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In my experience, this (measurement issues) are a real problem. Short timelines, small n, multiple interventions, unmeasurable “dosage” and purchasers that don’t appreciate these challenges leads to “guess it didn’t work” attitude.
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Yet employers will pay for wellness programs that have been proven to provide little or no benefit to either employer? Maybe the solutions need to follow the person at no cost, then the employer can pay for access?
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Employers don’t directly pay for wellness programs. It’s often packaged in with EOP or insurance packages positioned as a value add but really is a means for insurers to create public health records off your personal data.
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Čini se da učitavanje traje već neko vrijeme.
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