Insurance Program Managers Group

Risk and Insurance Magazine recently published an article, ahead of their Virtual National Workers' Compensation and Disability Conference, highlighting one of the conference's important topics: exploring the link between behavioral health, physical health and workers' compensation.

The definition of what it means to be healthy and well means more than just lacing up your sneakers and grabbing an apple a day. It involves balancing other facets of your life to create a well-rounded sense of health.

Since introducing In-Sight 360° to the market, we’ve met with a number of people who are interested in the concept and value of integrating their organization’s workers’ compensation, employee benefits and absenteeism in theory — but are unsure whether the move is right for them in practice.

Having seen firsthand which types of organizations tend to align the most with In-Sight 360° and which don’t, we’ve been able to take note of some trends, patterns and common characteristics, and we felt this could be helpful information to share with others who are considering an integrated solution.

Integrated Data: the secret weapon to combating rising health plan management costs

Advances in technology have radically transformed how companies manage employee benefits programs. Cloud-based platforms, mobile apps and web portals have replaced paper enrollment forms to let employees organize and share benefits faster and more efficiently.

Simultaneously, these technologies help employers analyze and leverage health program data to improve their benefit offerings from design to delivery.

Traditional insurance programs have relied on the same siloed model for workers’ compensation, employee benefits, absence management and wellbeing for years, and the results have been consistent: a reactive approach to employee wellbeing and rising costs for employers.

IPMG designed In-Sight 360° to provide a better way.  

Finding the right people to staff your organization is never easy. This is especially true today, where prospective employees can research everything about an organization before they bother to submit an application.

Today, it’s hard to name an organization that hasn’t tried some form of wellness initiative in recent years. In fact, according to recent figures, 80 percent of large U.S. employers offer a program, comprising an $8 billion workplace wellness industry.

While employers expressing more concern about the wellbeing of their employees is good, the reality is that these programs tend to make little — if any — difference in the health of participants.