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WEBINAR HIGHLIGHTS: HOW TOP CONSULTANTS EVALUATE MENTAL HEALTH BENEFITS






80% of employees said they were more likely to stay at a company that offered
high-quality mental health benefits. But how can HR and benefits professionals
know if their workplace mental health strategy is competitive in today’s
market? 

‍

To answer this question, Modern Health assembled a panel of experts from top
consulting firms, Willis Towers Watson, Marsh McLennan Agency, NFP, and
TRUEbenefits. Our panelists weighed in on the current landscape of mental health
solutions and shared ways that HR and benefits professionals can build more
robust benefits strategies. Here are the key takeaways from this discussion. 

‍

1. CONSIDER EMPLOYER LOCATION & PROVIDER ACCESS

Employer location is an essential factor when evaluating mental health benefits
because access to care can differ vastly by region. There’s also a significant
shortage of mental health providers, with nearly a 50% gap between individuals
who need help and those who receive care.

‍

What’s more alarming is that the shortage of mental health providers in many
regions within the US is even more significant. Amanda Hahn, VP of Health and
Benefits at NFP, shared that many populations in several East Coast states are
underserved. According to statistics from the Department of Health and Human
Services, here are the drastically low rates of individuals that receive mental
health needs:



 * New York: 23%
 * Connecticut: 15%
 * Washington DC: 5% 
 * New Jersey: 33%

‍

To ensure that employees receive the care they need whenever they need it, 
consider whether a mental health solution provides support through a robust
network of providers. Essential Tip: When evaluating a mental health benefits
solution, consider how quickly employees can gain access to providers.

‍

2. PAY ATTENTION TO EMPLOYEE DEMOGRAPHICS

Having a precise pulse on workforce demographics is the first step in
understanding how to serve a wide range of culturally diverse needs. Individuals
can often feel more comfortable with providers that reflect their values,
cultural background, or other demographic and psychological traits.

‍

> “Individuals would like to have a provider that mirrors who they are,” said
> Aanya Lee, Senior Consultant at TRUEbenefits. “There is a lack of providers,
> so having a provider that mirrors their person, personality, and individuality
> in their market is a challenge.”

‍

Diverse needs are particularly true for employees across the globe who need care
in a specific language or time zone. Essential Tip: find a mental solution that
offers ongoing training to their network of providers and has clinical practices
to ensure the best quality of care regardless of provider location.

‍

3. BE MINDFUL OF EMPLOYEE CARE PREFERENCES 

Employee mental health care needs constantly change, and one size does not fit
all. As Bryan Vercler, Head of Partnerships at Modern Health, noted in the
webinar:

‍

> “People in Latin American countries, for example, prefer group solutions while
> employees in Asia and the Pacific may gravitate towards digital and
> self-guided solutions. Knowing your demographics could thus help you offer the
> right mix of solutions that will satisfy your employees.”

‍

HR leaders and benefits professionals may want to look for a mental health
solution that offers personalized support such as one-to-one therapy, coaching,
self-paced programs, and group sessions to expand their current benefits.
Essential Tip: look for a mental health solution that helps drive engagement by
providing various mental health offerings that meets diverse employee needs.

‍

4. ASSESS UTILIZATION DATA AND TRENDS

Looking at engagement and utilization data can show companies whether their
employees benefit from a mental health solution and whether their needs are
getting (or not getting) met. Robyn Harmon, Director at Willis Towers Watson,
suggests looking at current health care costs, in and out of network
utilization, where individuals are going for service, top conditions, and RX
costs. Harmon notes: 

‍

> “Even if EAP utilization is low, that’s not necessarily a good indicator of
> what the need is in the population. It could be a factor of challenges with
> navigation, access to good care, stigma, finding that right provider, and the
> list goes on.” 

‍

If companies find that employees are turning to their primary care doctors for
mental health prescriptions, it may show that there are barriers to mental
health care in their location. It could also mean that employees simply aren’t
sure where to turn when they need help. Once HR and benefits professionals find
existing gaps, it may be easier to find a mental health benefits solution that
would be able to fill those specific needs.  Essential Tip: when evaluating a
mental health solution, confirm that the partner can provide real-time reporting
to help quickly analyze employee benefits data.

‍

5. LOOK BEYOND FINANCIAL RETURNS

The costs of employee absenteeism due to mental health issues and the low
engagement or lack of satisfaction it may cause can take a toll on a company’s
bottom line. Yet the inverse can also be true. According to a 2021 study by
Modern Health and Forrester, organizations that invest in employee health and
wellness see an estimated 6x return on their investment. 

‍

While many companies look at ROI data when evaluating benefits, HR and benefits
professionals need to look at this from a total return perspective. Many
positive outcomes from mental health interventions might not be quantifiable in
these numbers. When referencing one of her clients who realized that employees
have become much more prevention-focused after utilizing coaching support, Robyn
Harmon noted this was the case. Essential Tip: find a mental health solution
that offers employees support to foster personal and professional growth. 

‍

6. OPT FOR A SOLUTION HOLISTICALLY SUPPORTS MENTAL HEALTH 

Adam Moise, Principal at Marsh McLennan Agency, discussed the importance of
coaching, training, stress management, and career path and development. As a
Benefits Consultant, Moise states that coaching support can be very valuable to
employees:

‍

> “What a smart idea to include coaching together with true mental health
> support or therapy. Not everyone needs therapy. In fact, many people don’t.
> Many people just need a nudge in the right direction.” 

‍

Although health care plans and EAPs might provide traditional mental health
benefits, additional types of support can help personalize the care experience
and provide resources that support all employees regardless of their needs.
Essential Tip: look for a solution that can help employees across the entire
spectrum of mental health needs from low to high acuity needs, supports personal
and professional development, and offers dependent or family support.

‍

7. EVALUATE THE EMPLOYEE EXPERIENCE 

One thing that significantly affects the adoption and utilization of your mental
health solution is how easy it is for employees to find and use the benefits. As
Amanda Hahn suggests, here’s what often happens when employers first start to
implement new mental health benefits: 

‍

 1. The employer notices a demand for employee benefits like telemedicine,
    meditation, or coaching. 
 2. The employer adds this benefit to their offerings. 
 3. A few months into tracking the data, they notice a low utilization or
    engagement. 

‍

What happened? Usually, the low utilization results from employees not knowing
about the availability of benefits or feeling overwhelmed with all the available
options. Low utilization can also happen when benefits are offered through a
different provider rather than an all-in-one solution.

‍

To prevent overwhelming employees, find a provider that offers as many features
as possible in one place while helping employees navigate to the one that will
fit their needs. Once you’re implementing your new solution, lean on
peer-to-peer networks or employee resource groups in addition to management
spreading the word. To save you time, it’s also important to partner with a
solution that can provide materials to support employees, management, and other
vital stakeholders. Essential Tip: ask a mental health solution whether they
offer trial access to test out some of the benefits or solutions they offer.

‍

If you want to evaluate your benefits to see if there’s room for improvement or
learn more about Modern Health, schedule a demo to connect with one of our team
members today.

Schedule A Demo



MODERN HEALTH

Modern Health is the comprehensive mental wellness platform that combines the
WHO well-being assessment, self-service wellness kits, an international network
of certified coaches, and licensed therapists available in 35 languages all in a
single app. Modern Health empowers employers to lead the charge in acknowledging
that mental health is just as important as physical health, de-stigmatizing the
conversation, and increasing accessibility of mental health services for all.


EXPLORE MORE


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THE COST OF EMPLOYEE BURNOUT FROM A DEIB PERSPECTIVE

The personalized preventative mental health care platform for enterprises around
the world.

info@modernhealth.com
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