In 2013, Welch Allyn decided to transition to a full replacement HDHP consisting of an HDHP and an HSA. The administrative team knew that the switch couldn’t happen overnight, so they formulated a strategy to complete the migration by 2016. The change would help to control healthcare costs, while the extended timeline would allow them to implement an effective engagement campaign to empower their employees to become more responsible healthcare consumers.
Though the transition to HDHPs is becoming commonplace in organizations across the United States, Welch Allyn knew that the change could compromise employee satisfaction if not communicated effectively. Welch Allyn wanted to ensure they were doing everything they could to prepare their workforce for the change and show them that they were on their side.
So how could they effectively communicate this new idea of shifting costs without compromising employee satisfaction?
The relationship between Benefitfocus and RedBrick Health supported Welch Allyn’s benefits strategy. Welch Allyn elected both the RedBrick Health offering and the BENEFITFOCUS® Marketplace to facilitate the launch of an engagement campaign aimed at improving employee health and productivity, helping employees become more-informed consumers and cutting costs for both employees and the organization.
Welch Allyn selected the health engagement company RedBrick Health in 2007 to improve employee wellness and combat healthcare costs. They were able to achieve both goals using sleekly designed digital health assessments, on-site health screenings, adding RedBrick’s healthcare cost transparency tools to the mix in 2014. Using personal, social and financial participation incentives together with email blasts, promos and fun competitions, Welch Allyn fueled 63% engagement in wellness initiatives this past year. Welch Allyn is among RedBrick Health’s longest tenured clients.
The company’s continued engagement in innovative wellness helped set the stage for consumer health ownership and the transition to the HDHP. For example, with employees taking on more costs, the company reminded them of savings related to improved wellness and empowered employees to take charge of their health by becoming more-informed healthcare consumers. In an effort to further control costs and empower employees, Welch Allyn implemented the BENEFITFOCUS® Marketplace, which combined the tools they needed to drive strategic communication with an enhanced level of data-driven insight for truly informed decision-making.
Built on a configurable rules engine, the Benefitfocus Marketplace tailors the enrollment workflow for each category of Welch Allyn employee. Actual claims data is integrated into plan comparison tools and cost estimators, helping employees understand which coverage is most appropriate for their unique situation. Combining configurable enrollment workflows with a library of informative videos and educational collateral, Welch Allyn successfully engaged employees, driving 30 percent migration to HDHPs.
Two months into their 2014 plan year, Welch Allyn was $400,000 below budget. Initially worried that claims data was missing, the benefits team, using BENEFITFOCUS® Core & Advanced Analytics, instantly pulled a detailed report indicating that the $400,000 was actually savings realized from HDHP migration. And the savings didn’t stop there. The company ultimately closed the year $1.5 million under their healthcare budget.
By implementing RedBrick Health and Benefitfocus, Welch Allyn was able to achieve greater engagement in wellness and benefits, empowering employees to take control of their health and make more-informed healthcare decisions—leading to significant savings for both employees and the organization.