There is a simple, proven two-part benefits design structure that is saving companies 10% to 20% today. Combine HDHP with a wellness program that drives participation with incentives. And engage the chronically ill in care management programs.

EVERYONE’S ACCOUNTABLE

You help design the processes that shape the success of your clients, primarily in the oft-

ignored and maligned backwaters of benefits. Assess the strategic drivers of employee performance, and improve them.

SHARE THE NUMBERS

Health insurance costs about $8,000 per employee, per year. When employees see the cost, they opt for lower cost options. Cost transparency alone can save 20%. It’s their money — coming from their paychecks. Share your data in absolute terms, not “versus what you got last year.”

SHOW YOU CARE

“Does my company care about my well-being?” Employees’ yes or no answer to this question is the No. 1 predictor of their engagement at work. Engagement predicts profits. Put something out there every day that says, “I am actively investing in your well-being.”

KNOW ALL YOUR NUMBERS

Get the information you need to help your clients. Insist your vendors share actionable information with you. What’s your alternative? Without knowledge, you handcuff strategy creation. You get scattershot execution. You do employees no favors by choosing ignorance.

WALK THE WALK

You and your client’s leadership must embody the prevention and productivity-focused strategy. Walk the walk, then talk the talk. Get your assessments and screenings first. Take the stairs. Get your preventive care done and let others know you did. Evangelize. Challenge people to outdo you (and many will).

DON’T DOUBLE INSURE

You recycle cans and paper. You turn off the lights at night. Make it clear that wasting $8,000 a year on health insurance is not only financially irresponsible but also morally wrong.

CUT FAT

Encourage employees to change behaviors before filling scripts. Get aggressive about generics. Many common conditions can be well managed on generics. They’re as cheap as $9 for 90 days. Make sure employees see the savings. Promote low-cost health screenings, onsite clinics and retail settings with posted prices.

PERFORMANCE CULTURE

You can measure it. Measure all the key drivers of personal and organizational performance. Study the numbers. Understand how health, productivity, well-being and financial performance interconnect. Build value-priced strategies to improve. Don’t forget to evangelize and model the behaviors you expect from everyone. Use challenges, peer support and communications that reinforce both personal and corporate performance.

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