How do you meet the health care benefit needs of an increasingly diverse workforce?

May 19, 2017

Benefit leaders generally agree that providing cost-effective, affordable, quality health coverage is critical to keeping, maintaining, and engaging the best people. But the working world continues to evolve. By 2020, five generations will be working side by side in the global economy as baby boomers work well past retirement and Generation Z begins entering the workforce. Women and minorities will be the new majority, and each brings their own unique needs and expectations.

 

Along with offering programs that meet the varying needs of an evolving workforce, simply engaging your people in their benefit programs can be a challenge.

Most significant challenges to achieving desired health care strategy outcomes1

 

There are many solutions you've considered when evaluating ways to engage employees, improve productivity, and mitigate costs. You may have implemented high-deductible options, localized health plans, wellbeing initiatives, and many other creative approaches. Yet, even with an airtight strategy, you may run into stumbling blocks when it comes to putting your carefully laid plans into action.

Traditionally, organizations set their strategy and then bring in specialists with distinct areas of expertise for the execution phase. These might include specialty health care organizations that provide fitness challenges, health assessments, or other niche products, or companies that supplement employer staffs—for example, technology contractors, temporary call center staffing agencies, or system integrators.

However, this approach often fails because the hired third parties lack capacity, experience, or the ability to provide a seamless, integrated customer experience.

To capitalize on innovative benefit programs, companies need to bridge the gap between specialty solutions and a fully integrated customer experience. Employers who can fully integrate best-in-class vendors will likely be successful in implementing their strategies and creating a health care ecosystem. Those that rely on unproven technology or piecemeal solutions that are not purpose-built for benefits will fall far short of their goals.

Organizations that are able to transform complex strategies into robust health care benefits programs will see their people and organizations thrive. Your employees will feel their benefits are customized for their needs and your organization will see cost and complexity minimized.

Get the complete guide to anticipate other potential challenges your organization may face with your current approach to health care benefits administration.

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