In the USA alone, 3/4 of the healthcare spending goes to treat chronic diseases. This is roughly 1.3 trillion USD!! The economic value pales in comparison with the losses suffered in the workforce, their families and the also the company value for the overall loss in human capital.

1. Insurance companies: start doing
something to enhance the
wellness of the employees of the
companies you cover!!
In the USA alone, 3/4 of the healthcare
spending goes to treat chronic diseases. This
is roughly 1.3 trillion USD!!
The economic value pales in comparison with the
losses suffered in the workforce, their families and
the also the company value for the overall loss in
human capital.
Healthcare providers (including insurance
companies via their Group Employee Benefits BU)

2. seeking a roadmap to richer reimbursement should
begin with value-based healthcare priorities:
1) Population health management
2) Care coordination
3) Integrated care delivery
4) e-Health and tele-health
5) Access to care
6) Health and wellness
Instead some large employers are addressing by
themselves the challenge whilst instead they should
be cooperating more closely with the insurance

3. companies and healthcare providers who benefit
from covering the healthcare policies of their
human capital.
Moreover, it would so much smarter from the
insurance companies GEB (Group Employees
Benefits) develop content marketing programs and
coordinate activities with healthcare providers and
their large clients (the employers) to orchestrate the
roadmap and address the challenges from
awareness to prevention to integrated care and
overall wellness. It should be almost a pre-requisite
from an employer to choose an insurer that has the
best wellness worksite-marketing program instead
of leaving the matter to procurement and HR
functions that traditionally look at cost first, and
then case-by-case decide what do in the aftermath.
Since studies, research and empirical results have
shown that these programs are effective in
prevention, employee`s engagement & advocacy,
and overall improvement in wellness, it should be
mandatory to select providers based also on a
“beauty contest” and not only mere cost savings,
which in any case, they are short term valuation of
how they appreciate human capital value.

4.
In the above illustration you can find just some
examples of what a small percentage of the
employers are doing right, right now in the USA
alone, and the sky is the limit IF they worked side

5. by side with the insurance companies and other
healthcare providers.
This should be a wake up call for insurers –
however – when presented with worksite marketing
plans, most GEB heads and their CEOs focus merely
on silly billboards to build awareness and sell more
policies. Besides their lack of care towards their
insured customers, the insurance companies are
missing the largest opportunity of developing their
customer base knowledge and therefore cross and
up-sell other products and services to (hopefully)
tailor better the needs of their customer whilst
fostering loyalty. I could provide you exact value
numbers of the missed sales opportunity for
insurers but I must respect the confidentiality of the
companies I worked for. it just takes a sensitive and
smart CEO to crowd out most of its competitors,
and short term results are the nemesis of long term
returns as well as doing some good for once.
I am hopeful that with the surge in wearable
technologies, consumer health awareness and
consciousness will increase, and the human capital
of small to large corporations will start demanding
better solutions and programs to improve overall
their wellness, which is ultimately a win-win-win
for employers, employees and the ecosystem of the
companies that serve them.
This article was written by Giovanni Montesanti based on the info
graphic and article written by Melanie Matthews for HIN.