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Nearly 9 in 10 employers, in fact, say they will make changes to their health and well-being vendors either this year or next, according to WTW’s 2022 Vendor Strategy Survey .

A key part of those efforts involves markedly greater scrutiny of healthcare partners, vendors and providers.

Employers can require timely aggregate reporting from every vendor, which should include care delivered and handoffs or interactions with other providers or vendors.

For example, there will be a dominant vendor for the education industry and a different lead vendor for the healthcare industry.

Even if the employer has not yet implemented nudge technology in their workplace, their third-party administrators, health insurance providers, wellness vendors and other vendors are likely using it, challenging total rewards professionals to stay ahead of the compliance issues and be aware of the potential negative impact on workplace culture.

Simplification Through Vendor and Data Consolidation Let’s face it, comp professionals and HR technology teams aren’t exactly mourning the idea of fewer vendor relationships.

Relying on the vendors to help you identify how you should manage your SPM program can be risky, leading to situations where the vendor forces you to fit inside their system’s functional capabilities.

; ;If a vendor employee underperforms, do you report it to the vendor rather than issuing a warning yourself?

Levin-Scherz said solutions include improved integration by seeking to consolidate vendors and simplify employer ecosystems, or by procuring point-solution vendors through health plans or pharmacy benefit managers.

According to Kelsay, this may include: ;Rigorously evaluating benefit offerings, vendor performance and patient outcomes;; ;Exploring nontraditional health plan and pharmacy benefit manager (PBM) models; and,; ;Urging workforces to use health plan resources and navigation tools to find high-value care, use primary care, and get recommended screenings and immunizations