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Survey Report

2018 Best Practices in Health Care Employer Survey Report

January 3, 2019

Find out how U.S. employers are managing health care costs and addressing employee wellbeing to achieve a healthy, high-performing workforce.
Benefits Administration and Outsourcing Solutions|Health and Benefits
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Measure and analyze your health care data to understand your population health and to develop the right strategies and initiatives to support and achieve your health care goals.

Establish benchmarks and metrics — including nonfinancial metrics — to evaluate effectiveness, recalibrate and make improvements.

Evaluate your health plan's performance both nationally and in key locations to assess the opportunity and identify where gaps in value exist today.

Research the availability of solutions based on your data, determine the best possible solutions for your objectives and population.

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Plan and financial mangagement

Examine health care benefits in the context of your EVP: Make changes to plan design and account contributions that consider affordability for low-wage employees

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Health care delivery

Place greater emphasis on value-based arrangements through plan designs that encourage employees to utilize high-value services (quality and cost effectiveness) to maximize the value they receive from their health care benefit.

Improve access to care with care extenders, such as telemedicine and onsite or near-site clinics, to enhance employee access, productivity and convenience in a cost-effective manner for both medical and behavioral health conditions.

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Take action to curb the cost of specialty pharmacy: Focus on delivery and site of care, utilization and price.

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Expand and integrate a wellbeing strategy across all four dimensions — physical, emotional, financial and social — and align with your Total Rewards strategy.

Go beyond programs alone and align with the objectives of a healthy workplace that includes leadership commitment to wellbeing, inclusion and diversity.

Design initiatives and the workplace environment to make health and wellbeing the easiest or default option.

Focus your efforts: As health and wellbeing shifts from initiatives for all to initiatives that matter, best performers take concrete actions on each dimension of health, understand the issue and target initiatives for purpose-driven benefits.

Focus on employee behavioral health, integrating support for medical and disability conditions as well as complex issues.

Enhance navigation support and integration across all wellbeing dimensions.

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Employee experience

Put employees at the center of your health care strategy. Start by identifying the wants and needs of your workforce.

Put employees at the center of your health care strategy. Start by identifying the wants and needs of your workforce.

Gather employee feedback through multiple channels, and listen. Create opportunities for employees to share their voice via focus groups, pulse surveys and other cdsourcing of ideas.

Understand the segments of your population and their personal health care journeys in order to assess their barriers and opportunities for improvement.

Assess your current benefit offerings to determine whether they offer enough choice, flexibility and personalization to meet employees’ wants and needs today and tomor.

Pair choice and flexibility in your benefit package with decision support. Provide enhanced decision support to simplify the member experience and connect people to the benefits they need and highly value.

Use technology and data to create more personalized, individualized experiences.

Update and improve employee engagement strategies to personalize, mobilize and integrate across health. Evaluate all programs with a purpose to engage employees in their health and wellbeing.

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