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.
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.
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.