Three Ways Employers Can Go All In for Employees

Organizations are taking a refreshed approach to health and wellbeing as the pandemic dust has settled, going all in for their employees. This was heard loudly at the Premise Health Annual Client Forum, which brought together more than 100 client leaders from over 70 organizations – and in person for the first time in three years. While all came from different municipalities, backgrounds, and industries, including manufacturing and financial services, the common denominator was that everyone is “all in” for their people. As priorities have shifted over the last two years for both employers and employees, there’s an overwhelming focus on getting health back on track using future-focused benefits strategies, improving access to care, addressing the whole person, and remaining hyper-focused on experience. So, where can employers start to make this a reality? Listen to your people. 

Today, employers are in a unique position to implement forward-looking benefits strategies that meet their populations where they are. Here are three ways organizations can be all in for their employees.

All in on Retention

The tight labor market has been the biggest challenge for industries across the board. Attracting and retaining top talent is no longer just about compensation; it’s about differentiating your offerings from others. Employees care about benefits, flexibility, and culture. Traditional benefit offerings are no longer enough to entice a potential candidate or retain your top talent. Maternity benefits, fertility support, or additional time off when needed to care for loved ones are becoming the expectation, not the nice to have.

People also want to know their employers will allow them to bring their whole, best selves to work. Embracing whole person care and having a thoughtful diversity, equity, inclusion, and belonging strategy is not an option but a requirement. Creating a sense of belonging makes employees feel more engaged and connected to their work, which results in a more productive workforce. Driving an inclusive total rewards strategy that supports talent retention and recruitment is the most important business problem companies are trying to solve. Employers that go all in on competitive benefits strategies will reap the rewards.

All in on Healthcare Access

The pandemic created a decline in independent primary care practices, which exacerbated pre-existing shortages of primary care practices and physicians. Unfortunately, this led to reduced access to care and contributed to care delays. The result? They sick got sicker, which caused more expensive care and worse outcomes. 

To get teams back in a preventive mindset, organizations can use their benefits structure as a lever to support and encourage healthy behaviors. For example, offering access to a mix of digital and in-person makes it more convenient for employees to get care. There is also variability between types of care. Virtual behavioral health allows individuals to seek care from a private setting. While physical therapy can be offered virtually, these visits are overwhelmingly conducted in person. The key is leveraging member engagement strategies that make it easy for the employee to seek care at the right place and time. When and where employees access care matters.

All in on Digital

It’s no secret the pandemic accelerated the digital transformation of healthcare decades in the making. The push toward a tech-centric future means people are expecting more of employers and more of their healthcare. A hybrid approach, including digital and in-person offerings, will be the standard moving forward. The last two years have taught us so much can be done digitally in the healthcare ecosystem. Just as we shop for our household staples and have them delivered conveniently to our front door, we can search for a doctor online and conduct a video visit from the comfort of our couches. 

Organizations that have invested in the clinical infrastructure and technology stack to deliver a digital-first approach to care alongside in-person will come out ahead and are better positioned to serve their populations. Consider going all in for your employees to better achieve their new priorities and evolving needs.

Keep an eye out for additional takeaways from Premise Health’s 2022 Client Forum!

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