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

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.

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.

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?

.; ;Vendors and experts.

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

These employers are prioritizing: ;Changes to program subsidies;; ;Adoption of alternative plan designs;; ;Improving vendor or operational efficiency; and/or,; ;Utilization of more effective steerage or behavioral requirements.; Medical Conditions Spur Need for ‘Revolutionary Approach’ To address the rising impact of chronic conditions, employers generally cited the need to expand clinical programs, especially in areas such as cardiovascular health, musculoskeletal health, digestive health, obesity and oncology.

Instead, employers will often offer an allowance or refund for the purchase of a device, as many well-being vendors offer a subsidy arrangement with the major device manufacturers to offer bulk-shipping rates for organizations.