America's largest companies
play 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 studied the plan designs, technology, and best practices from the nation’s largest companies and adapted them to work for small-to-midsize employers.
This year, we saved companies between 8 and 22% on their benefits, while lowering co-pays and deductibles for employees.
"We want to find ways to maximize people's value — which includes both the outcome they receive, and the cost they spend to achieve those outcomes."
Mental health is especially critical going into this upcoming renewal season — but if you want to maximize your plan's impact and employee value, you'll need a fresh approach.