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What employers should know about direct primary care

What employers should know about direct primary care

The health and financial risks of traditional healthcare are leading employers to embrace a new approach: direct primary care. In this article, Thold Gill, Principal of Wellness Coalition America, an...

What employers should know about direct primary care
Shifting pharmacy benefit management from discounts to transparency

Shifting pharmacy benefit management from discounts to transparency

To manage rising pharmacy benefit costs, employers are challenging the status quo. Consider these six ways for employers to break an outdated cycle and shift to a transparent pharmacy benefit manageme...

Shifting pharmacy benefit management from discounts to transparency
Why the future of healthcare starts with better data

Why the future of healthcare starts with better data

The future of healthcare begins with employers leveraging their workforce data to improve benefits offerings, reduce costs and help employees achieve better health outcomes.

Why the future of healthcare starts with better data
How employers are closing the gaps in healthcare

How employers are closing the gaps in healthcare

Employer-sponsored healthcare is full of contradictions. Employers pay more and get less. Employees value their benefits, but aren't satisfied. How are employers working to close the gaps?

How employers are closing the gaps in healthcare
Room for improvement? How to evaluate this year's open enrollment

Room for improvement? How to evaluate this year's open enrollment

Another year, another benefits open enrollment in the books. So, how did you do? Before you turn to other business, it’s time to breathe, take stock of the process and evaluate what went well and whe...

Room for improvement? How to evaluate this year's open enrollment
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

Top five burdens facing human resources departments

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
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


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. Schedule a customized demo of our integrated solution.
 

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