The tools employers and employees need to stay well 

Are you asking the right questions of your onsite clinic vendor?

Are you asking the right questions of your onsite clinic vendor?

To ensure your clinic is a cost-saving investment in the health of your workforce and not an expense threatening the bottom line, ask these questions of your onsite clinic vendor.

Are you asking the right questions of your onsite clinic vendor?
Looking to improve the impact of your corporate wellness program? Prepare to get personal

Looking to improve the impact of your corporate wellness program? Prepare to get personal

Our experience and recent research on the subject finds that wellness program success relies on two important factors: health coaching and personalization. With these findings in mind, we’ve crafted ...

Looking to improve the impact of your corporate wellness program? Prepare to get personal
Real stories of health coaching and when wellness works

Real stories of health coaching and when wellness works

Research points to two major trends for healthy corporate wellness programs: customization and the power of coaching. While apps and trackers can help employees plan for healthy habits, when it comes ...

Real stories of health coaching and when wellness works
Providing benefits for an evolving workforce: what attracts and retains top talent?

Providing benefits for an evolving workforce: what attracts and retains top talent?

In addition to changes in education level, technical skills and culture expectations, a younger generation of workers brings a new perspective to the advantages of employer sponsored health insurance....

Providing benefits for an evolving workforce: what attracts and retains top talent?
Top five burdens facing human resources departments in  2017

Top five burdens facing human resources departments in 2017

At the beginning of our partnership, we ask clients to tell us about their biggest hurdles—the ones that cost them money and keep them from focusing on growing their business. Here's what we found.

Top five burdens facing human resources departments in 2017
Best practices for a seamless open enrollment, from communication to implementation

Best practices for a seamless open enrollment, from communication to implementation

Did you know that your employees would rather have a conversation with an ex than get into the nitty-gritty about their health plan during Open Enrollment? It’s time that employees learn to love thei...

Best practices for a seamless open enrollment, from communication to implementation
Hearing these questions from employees? It may be a sign to evaluate your health plan administrator

Hearing these questions from employees? It may be a sign to evaluate your health plan administrator

When the wrong health plan administration solution is in place, human resources teams are usually the first to spot the signs. Whether your office is overflowing with eligibility questions or customer...

Hearing these questions from employees? It may be a sign to evaluate your health plan administrator
Spotlight on cost: Why do medical procedures vary by 500 percent or more?

Spotlight on cost: Why do medical procedures vary by 500 percent or more?

Price variance is significant when it comes to healthcare costs, but rarely is there transparency among providers. To find a price usually requires effort—you can’t go to a hospital’s website and c...

Spotlight on cost: Why do medical procedures vary by 500 percent or more?


Providing benefits for an evolving workforce: what attracts and retains top talent?

Providing benefits for an evolving workforce: what attracts and retains top talent?

 

The American workforce continues to evolve and change, allowing companies unlimited innovation and growth opportunities. In addition to changes in education level, technical skills and culture expectations, a younger generation of workers brings a new perspective to employer sponsored health insurance. Millennials, those born between the early 1980’s and early 2000’s, have officially outgrown Generation X to be the largest generation in the workforce. Beyond the workplace, the millennial generation has claimed the title of largest generation, surpassing Baby Boomers.  

 

Yet regardless of age, benefit offerings continue to be a driving factor in the decision to accept a job offer. Companies looking to attract and retain a competitive workforce should keep a pulse on which benefits matter to younger generations, keeping these trends in mind:

 

Ease of access to benefits information

As the first generations to grow up with the latest technology on hand, younger workers seek the most convenient way to access information. Mobile engagement is key when it comes to accessing healthcare information, enrolling in and managing benefits and even visiting with a doctor.

 

Employers are offering online and mobile communication strategies to increase engagement. Strategies can include online open enrollment which is also mobile compatible and an easy way to review claims, deductible status, biometric lab data and other health information in one location. Another trend on the rise is the adoption of telehealth, with 80% of employers exploring the option as part of their 2018 strategy and 20% of employees demanding the service.

 

Stress management

According to the American Psychological Association, the millennial generation experiences more stress than any other generation, but are generally less capable of handling it. In addition to poor mental health increased frustration and anxiety, the physical effects are a growing concern to overall employee health. High blood pressure, low energy and increased risk for other illnesses are potential long-term effects of unmanaged stress. Employers are combating the risk with incorporating stress management programs into their existing benefits and corporate wellness programs.

 

More choices and options

Millennials want choices, especially when it comes to their healthcare. As a result, and in part because of a rise in self-funding, more employers are electing flexible and customized plans over a one-size-fits-all model. Doing so allows for health plans to be more customized for each unique workforce, meaning the ability to offer the benefits employees want while delivering lower costs for the plan.

 

Examples of alternative plan design include HDHPs, where employees can enroll in plans based on their anticipated healthcare utilization. A recent study found that 52% of employers now offer an HDHP, and that if given the option, 44% of millennials would choose a low clow-cost with a high deductible. Employers are also offering premium-based corporate wellness programs where participation results in lower premium payments or other financial incentives, as well as on-site medical clinic access. Crafting customized solutions for each unique workforce allows employers to cater to the needs of their employees, deliver a benefit that allows them to recruit top talent and address areas for cost savings.

 

Decision support tools

No matter how technologically savvy younger generations may be, enrolling in benefits is often overwhelming. To help employees better understand plan offerings, access to an expert can help them through the process. In fact, a recent study showed that 60% of millennials are willing to discuss their benefit options with someone face-to-face or over the phone.

 

Beyond benefits enrollment, younger workforces want to know they are making sound medical decisions for their health and for their wallet. Employee advocacy services, supported by price transparency tools such as Healthcare Bluebook, allow for decision support to continue beyond the annual enrollment decision and into day-to-day lives of employees.

 

See how our team can position your growing workforce as an employer of choice. Contact us to start a conversation about your benefits strategy goals.

 

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Healthgram partners with self-funded employers, benefits advisors, hospital systems and other organizations to deliver a better healthcare experience.

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