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HLTH 2019
HLTH Conference 2019: Our Top 5 Takeaways

We had an amazing time at HLTH in Las Vegas last week. I was fortunate to host a Tech Talk on the Main Stage to discuss incentive-based behavior change in the workplace. GoPivot also hosted a custom 2-day “HLTH-Y Challenge” where participants were able to try out our platform and earn rewards. It’s always energizing to be in a space with thousands of like-minded leaders and innovators in the healthcare industry – not to mention, we had a whole lot of fun.

As I attended sessions, talked with attendees, and walked the conference floor, five major themes kept re-emerging for me that we think about at GoPivot every day. They are themes that led us to build our mobile-first, connected solution to drive real change in employee populations.

  1. Emerging Technologies are Changing the Game
    AI (artificial intelligence) and VR (virtual reality) are changing healthcare delivery and outcomes. Big data and new delivery methods mean a more complete understanding of complex populations and the ability to create tailored solutions that drive real change and reduce variation. While still in the early stages, these strategies point towards improving the effectiveness and efficiency of a dispersed model.
  2. Partnering with Purpose
    Employers are being more thoughtful when it comes to choosing solutions for their employees. This includes more focused care and complete wellbeing strategies. This switch to more strategic relationships also reflects the re-emergence of focus on chronic condition management. As an industry, we have learned a great deal from the days of dialing for enrollment and now these solutions are digitally integrated and well-positioned as incentivized behaviors.
  3. The Changing Regulatory Environment and Impact on Healthcare Delivery
    There is a palpable dissatisfaction among patients, employers and service providers with the uncertainty in the healthcare system. Shifts in payment models alongside the consolidation and growth of the insurance industry have created an unbalanced market that limits consumer choice.
  4. The Importance of Mental and Behavioral Health
    It seems we’re all finally on the same page: you can’t have a discussion about overall wellness without considering mental health. The whole person has to be taken into account. Assisting individuals dealing with depression, anxiety, and substance abuse disorders are all top of mind when employers are designing wellbeing programming.
  5. Creating a Healthcare “Home”
    Aging populations and new workforce trends are driving a focus on home-based models of care and monitoring. This shift to connected care leverages digital solutions to carry out data sharing and real-time diagnosis.

So, what does this mean when it comes to the health and wellness of your employee population?
To us, it’s obvious. One-size-fits-all “set it and forget it” wellness programs are a thing of the past. We’ve learned too much about the biggest risks to our employees, what motivates them to make long-term changes, and how we can successfully leverage technology and incentives to help them along the way to go back to stagnant, big-box PEPM models. Instead, we have to meet employees where they live, address their biggest concerns, and understand what motivates them to make a shift.

What challenges and trends do you see as eminent in the industry? Want to learn more about how GoPivot is driving change in employee wellness programs?