The war for talent is heating up. It’s more important than ever to understand the mindset of your employees. To think of them as the consumers that we all are, and to design your benefits in a way that maximizes their engagement, and their desire to be a part of your company.
The market is exploding with new companies in digital health benefits designed to do just that. Many of these start-ups are investing in aggressive sales teams, and you probably have already gotten calls from companies asking for a slice of your benefits budget. It can feel like watching a circus – hard to know where to focus your attention.
One approach is to look through the lens of the consumer of the future, who has four basic expectations:
Our earlier post about Zoey, the healthcare consumer of the future, explains that in order to be successful, a health benefit program needs to distinguish itself by clearly targeting these four consumer needs.
Another approach is to look through the lens of your organizational needs. What conditions make up the highest share of spend? What modalities of care are you using to reach your employees – like telemedicine or a narrow high quality network? Consumers are looking for options – but how do you make sure you’re offering the right options for your organization?
Whichever lens you choose, it’s important to build a strategy around your innovation efforts so that you don’t waste time and money chasing the next shiny object, the next “must have” benefit, that doesn’t actually accomplish much. Before you adopt any innovation, ask yourself these seven questions:
Change can be costly and disruptive – so it shouldn’t be change for change’s sake.