Is it working?
For several years now employers have adopted a strategy of addressing double-digit increases for group medical by increasing employee out-of-pocket and premium contributions. What is the net result? The employee populations are effectively antagonized and the substantial increases keep coming.
Are you pleased with the results of reducing benefits every year? Does your employee population value this important and costly benefit? Does this strategy allow your business to compete and grow? If this strategy isn't working, why are you adhering to it?
"Why won't they change?"
Why doesn't the obese, diabetic employee change their lifestyle? Before you shake your head in disbelief at their unwillingness to change, perhaps you should look inward instead. You are, after all, persisting in the same "unhealthy" behavior -- addressing medical renewals with benefit reductions -- rather than risk change.
You are going to have to alter your culture in order to change course, which is no small task. Do you want to expend the effort to change your culture to one that promotes and values healthy lifestyles? Which presents the opportunity to improve your employees' quality of life and enhance your bottom line? Or would you prefer to stay the course - cringing at the prospect of your next medical renewal and dreading what effect the next benefit reduction will have on your employees?
