Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
Far too many employers treat healthcare as a line item to manage rather than a leadership decision that represents a strategic investment in their people. That’s a missed opportunity.
My belief is that organizations must become active catalysts of their employees’ wellbeing, and they are uniquely positioned to do so.
When employers design healthcare plans with intention and personalization, they build loyalty and trust, improve the health and lives of their employees and their families, and even drive measurable returns over time.
Where to start? Employers need to acknowledge and address the following six fundamentals.
1. “One Size Fits All” is Over
The traditional approach to healthcare coverage – typically a single plan for the entire workforce – is outdated and almost never true. In an era of increasingly distributed workforces, the gaps created by a one-size-fits-all plan are increasingly clear.
A remote worker in rural Iowa does not have the same access or healthcare challenges as someone living in Manhattan. And yet, we often expect both to navigate the same plan.
Customized healthcare is not only possible, but necessary now more than ever. Tailoring virtual care, primary care networks, and provider access to the geographic and lifestyle realities of your employees leads to better health outcomes and smarter spending. This is not about spending more money. The key is to deploy it more effectively and efficiently.
In fact, employers have more clout with carriers, hospital systems and Pharmacy Benefit Managers (PBMs) than they realize. While it may sound like a challenge to call a large insurer to negotiate equitable benefits for a workforce with varying needs, you’d be surprised by how responsive plans will be when faced with losing a customer.
2. Listening is a Strategic Advantage
Your employees already know what they need. They want to be listened to and valued, so it’s all about asking the right questions and making sure their needs are answered.
Real conversations – not check-box annual engagement surveys – help employers understand the lived experience and unique needs of the workforce. And with that understanding, you gain both trust with employees and leverage with benefits providers. Listening well creates both connection and bargaining power.
For example, when companies walk into negotiations with carriers or PBMs armed with real employee insights, they have the power to demand and receive more tailored, responsive and effective solutions.
When healthcare is designed in an informed, strategic and intelligent manner, it quickly becomes the most effective retention tools a company has. Replacing an employee often costs two times their salary as it does to keep them. You may have to pay overtime to other people who are doing their work and spend the money on recruiting and training their replacement.
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Meanwhile, investing in responsive, targeted health care can return five times that cost in retention and productivity.
3. The Growing Cost of Isolation
In remote and hybrid work environments, the small signals of struggle, like the conversations in hallways or shifts in mood during lunch, are invisible. In fact, loneliness is quietly becoming one of the largest health obstacles inside today’s workforce.
Mental and behavioral health support is the clear next step for organizations that want to better listen to and prioritize their people. Intentional connection is now a corporate responsibility.
Introducing programs like buddy systems, scheduled check-ins, and accessible virtual mental healthcare need to be fundamentals, not just nice-to-haves.
It doesn’t need to take up a lot of time, money or effort to better incorporate mental health awareness into the daily workflow. A good place to start is something as simple as taking five minutes at the top of a video call to chat with teammates about their weekend, their favorite sports team, or their family. This can dramatically bolster relationships when working virtually, showing that coworkers truly care about each other and their lives, better establishing connection points that make work seem more human again.
Mental health is not a soft topic. It’s within the purview of employers now more than ever and doing nothing is not okay.
4. AI: A Partner, Not a Substitute
I see enormous potential for AI to remove administrative burdens such as record keeping , giving doctors and nurses more time to spend with patients. That said, there needs to remain a very clear line of demarcation here: AI should augment human expertise, rather than replace it.
The data behind this approach is compelling. Diagnostic accuracy improves when AI and human clinicians work together, and that blend of precision and human-centered expertise is where real progress happens.
5. The Intersection of Wellness Incentives, Choice & Responsibility
There is room to reward employees who engage with preventative care and demonstrate healthy behaviors, but employers must do so responsibly. We cannot penalize people for genetics or life circumstances beyond their control.
Incentives should encourage responsible choices, not shame people for the cards they were dealt with. Designed thoughtfully, employers can drive better outcomes while maintaining equity.
For example, patients with Type-2 diabetes who show that they are eating healthy and adding exercise into their daily routine should be rewarded by having to pay less than those with Type-2 diabetes that are not taking these measures to improve their overall health.
6. Longevity is the Most Humane ROI Metric
Longevity is a return on investment that deeply serves employees and employers at the most human level. I believe we are nearing a milestone, which is the ability to credibly say to employees: “If you engage with the health benefits we offer — not only taking advantage of the offerings but truly implementing them in the correct, most impactful and health-conscious way — you will likely live longer and live better.”
This is not simply a theory. It’s measurable by analyzing your own aggregated data to identify high-risk patients and implementing targeted strategies such as early cancer detection, improved pregnancy outcomes and chronic disease prevention.
Healthcare is a Reflection of Culture
People don’t just want healthcare benefits. They want to feel visible and understood and want to know their wellbeing matters, especially when they are at their most vulnerable.
When employers design healthcare with empathy, intelligence, and strategic intent, employees stay. And when they stay, businesses thrive.
I believe this is the imperative of employer-sponsored healthcare today, ultimately leading to better health outcomes for employees and their families.
