One of the first questions we get when people ask about Fern is, “How can an app help with pain?”
Fair question – and one that’s more important now than ever. Digital health apps became critical to closing gaps in care that people experienced because of COVID-19. And while the pandemic has slowed, people in pain still need a way to access support on-demand, and employers can help.
At Fern Health, we bring together different clinically-validated approaches to chronic pain. Our digital chronic pain program, available through employers, address five lifestyle factors often impacted by pain and combines it with pain neuroscience education and one-on-one pain coaching that reduces pain symptoms, improves physical function, and addresses depression and anxiety associated with pain, too.
By tailoring the pain program to an individual’s specific pain condition and location, such as MSK, Fern is able to address the complexity of chronic pain and provide an effective, scalable solution that meets an individual where they are, increasing and person’s ability manage their pain whether it’s newly formed or a decades-long challenge.
So how do these pieces work together digitally? At Fern, our goal is to get members feeling better, faster, through a personalized approach – so we start by asking questions.
Step 1: We assess the severity of the pain and check for red flags.
Like any health program, it’s important to first make sure the program is safe for each participant. To start, we screen out those who need immediate medical attention. We may ask about recent symptoms, current medications, and medical history. Those who are medically appropriate for a digital program will move on to the next step. For those who are not, we recommend they seek follow-up care from a healthcare provider.
We also ask participants about how pain is impacting their day to day life and their thoughts and feelings related to their pain. Negative thought patterns and attitudes may slow recovery. It’s important to know whether these participants may need extra support.
Fern Health charges employers only if an employee makes it through the screening process and enrolls.
Step 2: Health coaches reach out to help new members get started.
Even in a digital program, having the opportunity to talk with a real person is still crucial. Members kick off the Fern program with a personalized conversation with their pain coach. On their initial call, members set their goals and discuss potential challenges. Their health coach is also available throughout the program — through in-app chat or telephonically — to answer questions and offer support.
Step 3: Members begin their personalized pain program.
Based on the information they share in the screening questions and their initial conversation with their health coach, Fern members then receive a tailored care plan full of education and activities that address daily movement, emotional health, sleep, and nutrition.
If deemed appropriate, they also may have a set of therapeutic exercise videos to work through. The program will modulate to make the next set of exercises more or less challenging based on their feedback. Any time they have questions, their health coach is available to help.
Promoting digital musculoskeletal programs in the workplace
With digital health , some of the normal barriers are removed, like getting to a physical location. But one significant challenge remains: Awareness.
While COVID-19 put telemedicine in the spotlight, recent surveys show that awareness remains an issue. In a healthinsurance.com survey, 67% of respondents did not receive information from their regular doctors or their insurance companies about telemedicine services.
When launching a new program, employers can take a few key approaches to promoting the program and increasing awareness. Ideally, your digital provider will make it easy for members to enroll.
Compile answers to frequently asked questions from employees
Even before launching a new program, consider what questions your employees will have about the services. What costs are employees responsible for? Do they need to have a certain kind of phone or computer to access the service? Are domestic partners and spouses covered under the benefit, too? Consider anticipating questions in the information you provide. For example, highlight if the program is free for employees to use.
Identify evangelists to help spread the word.
Wellness champions at your company can help encourage engagement with employee benefits. For a remote or digital program, consider enlisting employees who enjoy social media and digital promotion, too. These digital evangelists are also helpful when promoting a benefit among remote workers. Provide your digital team with materials they can easily share on social media.
Host a virtual program launch.
Wellness fair canceled? Organize an all-staff meeting to share information about programs that are available virtually. Demonstrate the program, answer questions, and consider engaging employees using polls and Q&As during the call. Make the recording available for those who couldn’t attend, and promote it via email.
Don’t stop at one promotion.
In marketing, research suggests that consumers need to see ads for a product around seven times before taking action. The same adage holds true for benefits communications. Continue promoting the program in internal newsletters and on your company intranet. Is the program starts before or after open-enrollment, but isn’t dependent on it? Re-share the details around open enrollment when employees are most likely to have benefits on the mind.
Digital programs are particularly valuable now, with so many employees working remotely and unable to access in-person care. Want to learn more about the Fern program? Get in touch below and we’ll share how your company can get started.
