數(shù)據(jù)與見解共建強(qiáng)勁組織

ights

Gallagher

QI2022IU.S.EditionInsuranceIRiskManagementIConsulting

TableOfClnt#its

4INTRODUCTION

Theabilityto

6REALIZINGAMOREAFFORDABLEestablishastrong

FUTUREFORHEALTHCARECOSTSlinkbetweenbenefit

outcomesandbusiness

12ADDRESSINGLEADERSHIP

PAINPOINTSBYENCOURAGINGmetricsvalidatesthe

EMPATHYANDSETTINGCLEARimportanceofthis

EXPECTATIONSinterrelationship.

REALIZINGAMOREAFFORDABLEFUTURE

18THINKINGBEYONDPATTOFORHEALTHCARECOSTS,PAGE6

DEVELOPAMOREEQUITABLE

TOTALREWARDSSTRATEGY

22PRODUCTIVELYMANAGING

WORKFORCESHORTAGESAND

OTHERSUPPLYCHAINLABOR

ISSUES

26LEVERAGINGM&ABEST

PRACTICESFORAFAST-PACED

ENVIRONMENT

30CONTRIBUTORS

31ABOUTGALLAGHER

Theintentofthisdocumentistoprovidegenera*informationregartingytxjrpotentialinterests80dconcernsrelatedtoemployeecompensationandbenefits.Jtdocsnotnecessarilyfullyaddressallofyourspecific

issues.Itshouldnotbeconstruedas,andisnotintendedtoprwide,legaladvice.Questionsaboutspecificissuesshouldbeaddressedbyyourgeneralcounseloranattorneywhospedafeesinthispracticearea.

4GALI.AGHERBETTERWORKS'"INSIGHTSQI2022U.S.EDITION——5

Introduction

crisiscanprovokeandenergizepeople

andorganizationstoexamineand

clarifytheirpurposeandpriorities.

AThisadaptiveresponserequiresagilityand

asteadyfocusonwhatdirectiontotakeand4J

why—whileexpeditiouslymanagingtheKathleenSchulz

GlobalInnovation

decisiveactionsthatfollow.Leader.Organizational

Wellbeing

DefiningrolesandcultivatingcertaintybecometopIncreasinglyemployeesexpecttheiremployers

prioritiesforemployersduringatransitionperiod.toputsocialawarenessintopractice.Placing

Complexprocessesandtasksoftencallforexpertinstitutionalvalueoncourageousleadershipthat

management,suchasharmonizingtotalrewardsincallsoutinappropriatebehaviorsorchallengesthe

theearlystagesofamergeroracquisition.Whetherstatusquomaycarrysomerisk.Yetrecognizingand

undergoingmajororminorchanges,thekeytocommendingtheseactionshasapowerfuleffecton

optimizingworkforcespendingisaskingemployeesemployeeandorganizationalwellbeing.Forthright

whattheirprioritiesandpreferencesare.andclearcommunicationsalsosupportabetter

employeeexperience,includinginformationthat

Compensationandbenefitsstillcontributeto

simplifiesbenefitdecisionsandimprovesutilization.

satisfactionandengagement,butthescopeof

influencehasbroadened.Experientialfactorssuchas1bhelpyourworkforceachievetheirfullpotential,

flexibility;psychologicalsafety;anddiversity,equityGallagherhascreatedanapproachtobenefits,

andinclusionnowcountforasmuchifnotmore.compensation,retirement,employeecommunication

andworkcultureunlikeanyother.GallagherBetter

Works*centersonthestrategicinvestments

youmakeinyouremployees'health,financial

wellbeingandcareergrowth,withaholisticfocuson

organizationalwellbeing.

DATADRIVESDECISIONS^:AJG.COM

Realizing

AMore

AffordablePeterDunn

ChiefExecutiveOfficer,

YourMoneyline@

FutureandHeyMoney?1

ForHealthcareCosts

AlexKreibich

ManagingDirector,

Data&Analytics

Consulting

heabundanceofvariablesthatkeep

healthcarecostsunpredictablemakea

relentlesstaskoffindingwaystobudget

Teffectively.However,well-directedeffortsminimize

surprisesandavoidover-allocatingdollarsthatcanAlexRule

beputtobe甘erusefortoppriorities,suchastheWesternRegion

VicePresident,

employeeexperienceorbusinessgrowth.HealthcareStrategy

gGALLAGHERBETTERWORKS'"'INSIGHTSQI2022U.S.EDITIONDATADRIVESDECISIONS?AJG.COM9

OptimizingbenefitcostsbeginsbyexploringtheExistingreimbursementmodelsposeanother

currentforcesthatdrivethem.Abasicunderstandingchallengeforemployersbecausetheinterestsoftwo

ofhowtheyinterrelatepreparesemployerstothinkmajorplayers—healthcarepayersandhealthcare

morecriticallyaboutspendallocationsforbenefitsproviders—donotalignwiththeirown.Although

overall,particularlyhealthcare,aswellasemployeegreaterconsolidationisincreasingproviders,leverage

communication.Theendgoalistogainthebestreturnwithpayers,medicallossratiosandenhancedgross

oninvestment(ROI)inorganizationalwellbeing,whichmarginsresultingfromhigherpremiumsarelowering

alwaysfactorsinworkforcewellbeing.payers7motivationtomitigatecosts.

Proventimeandagain,justthinkingdifferentlyabout

Forcesdrivinghealthcaretrends

complicatedorstubbornissuesoftenbreaksaseemingly

Bothemployersandemployeesarebracing

immovableimpasse.Inthiscase,directcontractingwith

themselvesagaintoendureadditionalfinancial

healthsystemsoffersonecostsolution.Yetsofarjust26%

pressuresfromhealthcarecostincreases.Employer

ofemployersapplyit,and13%areevaluatingor

contributionstoprivatehealthinsurancepremiums

consideringthistypeofarrangement2

areprojectedtogrowby5.1%in2022forprivate

Employersmustalsocontendwiththepandemics

businesses,and5%forhouseholdpremiums.l

economiceffects.Ashospitalsystemstrytoovercome

Meanwhile,COVID'stollonclaimcostshasnotyet

laborshortageswithinaeasedpay,theyneedtomake.1"T-he-abil-ity-to-

beenfullytalliedduetounknowncostsofdelayedand

upforthoseaccumulatingcosts,andthetabis

deferredcare.Missedopportunitiesforpreventivecare

runninghigh.establishastrong

inthepasttwoyearscreatethepotentialfora

downstreamimpactlastingthreetofiveyearsIt'sExtremecompetitionfortalenthasledtheState.linkbetweenbenefit

theriskypriceofdiagnosinghealthcare-intensiveofMontanatocovereligiblehealthcareproviders/

conditions,suchascancer,laterratherthanearlier.relocationcosts.Theyreceiveupto$12,500formoving

outcomesandtoaffectorganizationalhealth—andinvestinstrategic

expenses,plus35%ofthetotalreimbursementamount

opportunitiesasanavenueforaddingmarginto

tooffsetexpectedpayrolltaxdeductionsforthe

businessmetricsthebusiness.However,tomakethiscommitment,

employee'sactualqualifyingexpensesformovingand

leadersmayneedtoseeaclearerconnectionbetween

relocation3Desperatemeasuresliketheseraisethe

validatestheemployeewellbeingandoperationaloutcomes.

levelofcompensationcompetitionacrossthecountry.

Andformedicalservices,therezsgenerallyalagimportanceofthisProvidingbetterinsightintowhatismeasured,andwhy,

betweentheinitialappearanceoflaborshortagesandisthefirststeptowardmakingasolidcase,followed

theexperienceofhigherhealthcareprices.4bymonitoringkeypredictorsofsuccess.Theability

interrelationship.toestablishastronglinkbetweenbenefitoutcomes

Whileit!sfeirtysafetoassumethatvirtualcareishere

andbusinessmetricsvalidatestheimportanceofthis

tostay,fragmentationandspottyutilizationmakethe

interrelationship.Butanoverwhelming91%ofHR

impactofthismodeldifficulttopredict.Anincreasedw

leadersneedmoresupporttoachievethisgoalandearn

availabilityofpointsolutionsmorewidelysupports

leadership'sinterestandinvestment.2

employees.However,underexposurecausedbytoolittleThelinkbetweenhealthcarebenefits,financial

communicationoftenunderminesawareness,wellbeingandorganizationaloutcomesMovingdatafromsilosintoamoreintegrated

understandingandperceivedvalueDailydemandsIfleadershipteamsandmanagersexpecttolowerplatformcanalsoclarifythewellbeingconnection.

placedonHRleadersandresourcelimitationscanmaketheexpenseofhealthcareandotherbenefitsastheyPredictivetechnologywillincreasinglybeableto

strategicplanningdifficult.做forROImanagementincreaserevenue,certainactionsarecritical.Theyidentifyredflagsforturnoverratesorpreventivecare

purposes,it'sessentialtoconsiderhowemployeesneedtomeasureandunderstandthepotentialforspend,allowingemployerstoaddresstheserisks

accesscareandtoevaluatetheirexperience.physicalhealth,mentalhealthandfinancialwellbeingdosertorealtime.

GALLAGHERBETTERWORKS:>INSIGHTSQI2022U.S.EDITION

MetricsonactiveparticipationinretirementprogramsEvenwithaclearbusinesscaseforimprovingtheThemostsuccessfulconvnunicationprogramsare

andengagementwithfinancialwellbeingtoolsstrategicuseofemployeehealthandwellbeingfrequent,variedincontent,multi-channelandtailoredto

provideinsightintoemployeefinancialstability,which