Historically, many employers have chosen to pursue health and wellness program designs based on what seems to have worked for other organizations. While some tactics are demonstrably more successful than others, experience shows that no two employers have identical situations once you factor in things like organizational culture and climate, stakeholder demographics and characteristics, and business challenges and drivers.
Buck leverages a proven framework, Consumerism 360°, which relies on the principles of shared accountability and responsibility by both the employer and employee to create customized solutions that drive an informed and engaged workforce. Consumerism 360° proposes that the employer provide its workforce with a framework of programs and decision-making support and employees are responsible for making individual choices within that framework that maximize their personal benefits.
Incentive strategy and design: Buck works to understand the motivators that will encourage greater responsibility for personal health, lifestyle choices, and health care purchasing decisions. We work with each client’s challenges and objectives to establish incentives that drive desired outcomes (and not just program participation) through a variety of tactics such as premium differentials, value-based designs, and social/behavioral techniques.
Member engagement surveys and benchmarking: You want to know not only what other organizations are doing with their health and wellness programs, but what is working for them. That’s why we continue to invest in the Global Wellness Survey, the only one of its kind available in our industry, along with our Consumer Engagement Best Practices Diagnostic Tool which allows you to benchmark your programs against other employers and against best practices.
Member communications and change management: Communication is about much more than education — it’s an ongoing, two-way process between an organization and its workforce. We use surveys, focus groups, and related listening tools to help employers uncover stakeholder needs so resulting communications and program designs (incentives and infrastructure resources and support) can directly address barriers, enhance capabilities in health management, and promote ongoing engagement. Our graphic design and creative capabilities take message delivery beyond the ordinary, integrating with multi-channel and technology-based solutions to better secure attention and drive action. And we help measure successful results, so strategies can be refined as needed.
Technology solutions for enrollment and engagement: Technology is an essential tool for administering health benefits, and when strategically deployed it can accomplish much more. Techniques including behavioural economics, gamification, and social media can help engage employees and drive desired behaviours. Buck’s proprietary solutions and relationships with best-in-class third party providers offer your employees the right tools to make more informed decisions. They’ll be able to analyze total out of pocket costs, identify and weigh the differences in quality between plans and providers, and see the benefits of health savings and flexible spending accounts. In addition, our custom portal solutions and personalized messaging engines deliver targeted, personally relevant messaging to engage employees in making informed decisions around their career, health, and wealth.