![]() But now behavioral health issues like anxiety and depression also run across every employee group. When I look at our employee medical claims, ER visits, and hospitalizations (with the names anonymized, of course), I see many typical diagnoses: musculoskeletal, diabetes-related, cardiovascular, metabolic, and endocrine issues. One positive effect of COVID-19 is that the stigma around behavioral health in the workplace is receding. This strategy is all part of building intentionality into your operational culture around health and well-being.ģ. Offer robust behavioral health benefits. At Quest, everyone sees their senior leaders getting their annual wellness screenings, receiving immunizations, and making healthy food choices, if in the office. ![]() Employees notice not only when senior team members encourage people to engage their benefits but also when they make a public show of accessing healthcare benefits themselves. This is a foundational activity that I would encourage all health systems to consider.Ģ. Spotlight senior team modeling of positive health behaviors. ![]() The data give employees a great point-in-time check about their health status. Each year Quest offers our employees a health risk assessment, a lab panel, and biophysical measurements. For us, an annual screening experience has been critical to healthcare impact. Here are a few of the tactics and strategies I recommend based on the successes we’ve seen within our organization.ġ. Conduct annual wellness screenings. That requires a 2-pronged focus on simplifying complexity and managing cost. Here at Quest, we are always looking to improve engagement in our colleagues’ health. That can be a tall order given all the stress most of our healthcare colleagues are carrying these days. You need multiple strategies, many of them working in parallel, to show the health and performance impact of wellness efforts. Vitamin D: Screening to see if the body has enough Vitamin D present in the bloodstream to maintain bone health.If you’re looking to engage your hospital teams in their own healthcare and demonstrate the connection between wellness programs and key workforce metrics, you know that a singular approach isn’t sufficient.Often used to confirm with tobacco-free incentives. Cotinine (serum or oral swab): Screening to confirm use of nicotine substances.Thyroid-stimulating hormone (TSH): Screening to detect abnormal thyroid function which can be indicative of hypothyroidism, hyperthyroidism, or other health issues.Prostate-specific antigen (PSA): Screening to detect prostate cancer risk.SARS-CoV-2 (COVID-19) antibody: Screening to provide employees knowledge about their immune response to a recent or prior infection of COVID-19.High-sensitivity CRP (hsCRP): Screening for inflammation in the body, which can be an early indicator of heart disease.eGFR: Screening for estimated glomerular filtration rate (eGFR) can alert individuals to their chronic kidney disease (CKD) risk before CKD progresses to an advanced stage.Hemoglobin A1c (HbA1c) : Screening for HbA1c provides a look at blood glucose levels over a 2-3 month timespan, and can alert screening participants with normal glucose measurements to type 2 diabetes risk.
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