Imagine shopping for a product where it's nearly impossible to find customer reviews. Where you aren't told the price until you've already paid for it. Where that price varies as much as 20x, depending on which state, city, and store you're in, and where there are no returns, warranties, or quality information available. What we're describing here is the every-day experience of most Americans navigating the US healthcare system, and this is our story about how we're setting out to fix it.
I believe that choosing the right healthcare plan is a huge decision, and it shouldn't be based solely on the employer-broker relationship. So I'm stoked to be part of a team that's focused on changing this status quo.
The Nava Performance Guarantee provides 100% fee transparency, and we make our fees contingent on client satisfaction. Put simply, if at the end of the year you believe we've materially failed to deliver on our plan for the year, you can fire us and we'll return the fee. It's that simple.
For us, Dr. Makary's role is much more than just having a doctor on staff; it's about providing our clients with the guidance of a medical expert who wrote the book on measuring, evaluating, and deploying the optimal healthcare strategy – at scale.
Nava boils down the 36-page "2020 Consumer Engagement in Healthcare Survey" to its four most important insights for HR leaders, and what to do about them.
... we're operating from a first principle approach in an industry that can be overly complex. We're building our company and offering starting from the simple question: "how can we create a better benefits brokerage for all parties?"
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.
It amazes me just how antiquated this employee benefits world is. There's a dearth of even the most basic technology to drive efficiency, transparency, and visibility for the employer (and the employee!).
Nava turns to our Benefits Advisory Council for their perspectives on what HR leaders should anticipate and prepare for in 2021.
Nothing would make me happier than to have meetings with future clients and hear them say "wow, you don't sound like every other broker." That validation means that we're onto something special, and able to deliver an offering that responds to what HR leaders actually want and need.
2021 is finally here (can we get a hallelujah?) and with this new year comes a moment of reflection, a glimmer of optimism, and the paradox of planning for the unknown. To help HR leaders better prepare for what will be another unpredictable year, we asked the Nava team to share their top predictions for 2021.
Few things are as professionally fulfilling as knowing I am partnering with my clients to tackle one of the biggest HR challenges out there, and that we're helping them (and their employees) figure out a way to do that without unnecessary financial strain.
Nava is approaching benefits from a new vantage point and is thinking differently about how to solve employer challenges and frustrations. I’m excited to be part of an organization that’s challenging the norms. - Kelley Elliott, Managing Director of Global Total Rewards at Delta Air Lines
I joined Nava’s Advisory Council to help smaller employers realize that innovative solutions are within their reach. I’m bringing my experience and perspective to bear, so Nava can merchandize and democratize this innovation on a wider scale outside of the Fortune 50. - Marcus Osborne, SVP Walmart Health, Walmart
"The support and advocacy offered through the Rightway platform is designed to mirror the “doctor-in-the-family” experience. Our app reinvents the way a member navigates their healthcare, improving satisfaction while simultaneously reducing the total cost of care by making smarter, more informed decisions." - Jordan Feldman, Co-Founder and CEO - Rightway Healthcare
We are the same country that put a man on the moon, created the internet, and resurrected Tupac as a hologram to perform at Coachella. We can figure out how to deliver the best healthcare in the world at the best price. This is going to be more of a test of grit than ingenuity – examples abound in the United States already on how we can get there.
Over the next five years, I want Nava to be known in the market as the change agent that represents the best of healthcare. I want us to get at the heart of designing better incentives, which will start to drive tangible progress in our mission to deliver high-quality, affordable healthcare to all Americans.
I’m very optimistic for the future of healthcare because I’ve seen up-close a lot of amazing companies and products being built today. I’m convinced we already have great solutions for a lot of the problems we face; the main challenge left is finding ways to get it to more people, faster.
My interest in healthcare came from a passion for serving others and being able to have a meaningful impact on someone's life during one of their most vulnerable and emotional moments. A benefits brokerage was never the road I imagined traveling down, but it is tremendously rewarding to help drive improvements in patient outcomes and to reduce the financial burden for an exponentially larger patient population.
The benefits brokerage industry has been stuck in the same hamster wheel for years. I want Nava to create a new brokerage model that vastly improves outcomes for employers and their employees, and one that will change the market. Five years from now, I hope we're large enough that we can capitalize on our early success and serve as an industry leader that forces all other brokerages to level-up their offerings.
Many firms focus exclusively on cost savings, and while that's a critical metric, focusing on it alone means you're not tracking how your plans are affecting its core users: your employees. Nava believes that the member experience has to be at the forefront of benefit decisions – which translates into positive results for the employer through feedback, retention, and recruiting outcomes.
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.