When it comes to controlling health costs, the C-suite is more concerned.
Company leadership is concerned about rising healthcare and benefits costs for the business.
Respondents who strongly agree
The C-suite is 50% more likely than HR to strongly agree that company leadership is deeply worried about healthcare spend.
Let’s start with a bit of good news. Both HR team members and C-suite know that controlling healthcare costs is on the radar for company leadership (as it should be). When asked if company leadership is concerned about the issue, 85% of HR folks agree or somewhat agree. Similarly, 91% of C-suite executives agree or somewhat agree.
The disconnect starts when we look at the people who strongly agree that healthcare costs are a major concern for company leadership. The C-suite is 50% more likely than HR to strongly agree that company leadership is worried about rising costs.
The C-suite says healthcare spending is a top priority, but HR isn’t so sure.
Controlling healthcare and benefits costs for the business is a top priority.
Respondents who strongly agree
The C-suite is 50% more likely than HR to strongly agree that controlling costs is a top priority.
We saw similarly mixed responses when we asked if controlling costs is a top priority for the business. Overall, 86% of HR professionals and 91% of the C-suite somewhat or strongly agree that healthcare and benefits costs represent a primary priority. But, again, the C-suite is nearly 50% more likely to strongly agree it’s a top business priority.
Section 1 takeaways:
What’s it mean?
The companies with the biggest healthcare cost problems also have the biggest misalignment issues. When healthcare spending is a serious situation (and the C-suite confirms, strongly agreeing it is), HR isn’t looped in.
Additionally, HR and leadership aren’t on the same page with prioritization. HR teams wonder, Where does reining in healthcare and benefit prices fall on the list of company priorities and budgetary issues? Is it a top priority or not?
The Solution
It’s up to the C-suite to clarify these types of questions. After all, If HR doesn’t know it’s a problem, how can they help and be part of the solution? And let’s be honest here, each organization needs HR expertise to overcome this hurdle.
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