Since the Great Recession, health insurance premiums have increased 300% faster than wages for the average American. But if you run a company, you already know this. Your share of premiums have increased too – 150% faster than inflation over this same period. And there seems to be no end in sight.
What if we told you it didn't have to be this way?
Many of America's largest companies are playing by a different set of rules: they hire in-house experts in benefits, technology, and change management. They give them cutting edge tools. And they tie compensation to employee satisfaction and cost containment. This playbook works. These employers pay less and get more for their healthcare dollars. But only a handful of companies can afford this.
We combine cross-functional teams of experts with a business model tied to the metrics that matter: employee satisfaction and cost containment.
As an employer, you should not have to choose between the health of your employees and the health of your business. With Nava, you don't.
Nava turns to our Benefits Advisory Council for their perspectives on what HR leaders should anticipate and prepare for in 2021.
How are larger employers containing costs while also expanding their benefits to support employees? To lift the veil on their playbook, we reached out to our advisors to ask them what small-to-midsized employers can start (and stop) doing today to improve their employee benefits programs.
What attracted me to Nava is the core insight that the benefits broker sits at the intersection of how the vast majority of people receive and engage with their benefits. If you look into the benefits brokerage sector, there's a massive opportunity to elevate that experience and leverage it as the de facto go-to-market channel to help innovative digital health solutions achieve scale.