Case Study Content

Case Study Example 1: Healthcare Practice Reduces Turnover by 32%

Client Profile

Client: Northeast Medical Associates Industry: Healthcare Size: 85 employees across 3 locations Challenge: High staff turnover despite competitive salaries

The Challenge

Northeast Medical Associates was experiencing a concerning pattern of staff departures, particularly among experienced nurses and medical assistants. Despite offering competitive salaries, they were losing valuable team members to other practices, disrupting patient care and increasing recruitment costs. Exit interviews revealed that while employees appreciated their pay, they felt the benefits package lacked the flexibility and coverage they needed, especially for families.

Our Approach

After analyzing their existing benefits structure and employee demographics, we identified several key areas for improvement:

  1. Benefits Assessment: We conducted a comprehensive review of their current offerings compared to healthcare industry benchmarks.
  2. Employee Survey: We gathered direct feedback from staff about their priorities and pain points with the existing benefits.
  3. Custom Benefits Design: We created a multi-tiered benefits approach that provided options for different life stages and family situations.
  4. Cost Analysis: We restructured their benefits budget to deliver more value without increasing overall costs.
  5. Implementation Support: We managed the transition to new providers and developed clear communication materials for staff.

The Solution

We implemented a tailored benefits strategy that included:

  • Flexible Healthcare Options: Three distinct health plan options allowing employees to choose coverage that matched their personal needs
  • Enhanced Family Coverage: Improved dependent coverage and family-friendly policies
  • Expanded Wellness Program: Preventive care incentives and wellness initiatives that reduced long-term healthcare costs
  • Voluntary Benefits Menu: Additional coverage options for specific needs (critical illness, accident, etc.) at group rates
  • Streamlined Administration: Simplified enrollment process and benefits portal for easier access to information

Results

Within 18 months of implementation, Northeast Medical Associates experienced:

  • 32% reduction in annual staff turnover
  • 68% increase in employee satisfaction with benefits package
  • $92,500 savings in annual recruitment and training costs
  • 41% improvement in benefits utilization rates
  • Improved patient satisfaction scores as care teams remained more stable

Client Testimonial

"RB Muha transformed our approach to employee benefits. Before working with them, we saw benefits as just another administrative expense. Now we understand how strategic benefits planning directly impacts our retention and overall practice success. Our staff feels more valued, and we actually spend less on recruiting and training. The investment in better benefits has paid for itself many times over."

— Dr. Sarah Jenkins, Managing Partner, Northeast Medical Associates

Case Study Example 2: Technology Company Saves $287,000 in Annual Benefit Costs

Client Profile

Client: DataFlow Solutions Industry: Software/Technology Size: 124 employees, primarily in two locations plus remote workers Challenge: Rapidly rising healthcare costs threatening growth plans

The Challenge

DataFlow Solutions was experiencing annual benefits cost increases of 15-20%, forcing difficult decisions about their growth investments. As a technology company competing for top talent, they couldn't reduce benefits without risking their ability to attract and retain key employees. The executive team needed a solution that would control costs without compromising the quality of their benefits package or employee satisfaction.

Our Approach

We implemented a structured methodology to address their specific challenges:

  1. Data Analysis: We conducted a deep dive into their claims history, utilization patterns, and cost drivers.
  2. Benchmark Comparison: We analyzed how their benefits compared to competitors in the technology sector.
  3. Alternative Funding Analysis: We examined self-funding options appropriate for their size and risk profile.
  4. Vendor Evaluation: We assessed alternative providers and negotiated improved terms.
  5. Benefits Redesign: We restructured their benefits approach while maintaining or improving coverage levels.

The Solution

After thorough analysis, we implemented a comprehensive strategy:

  • Partial Self-Funding Transition: Moved to a partial self-funding model with appropriate stop-loss protection
  • Pharmacy Benefit Manager Change: Selected a more transparent PBM with better rebate terms
  • Telemedicine Integration: Implemented a comprehensive telemedicine solution with employee incentives
  • Data-Driven Wellness Program: Created targeted wellness initiatives addressing specific high-cost conditions
  • Decision Support Tools: Provided employees with better resources to make cost-effective healthcare choices

Results

After the first full year under the new strategy, DataFlow Solutions achieved:

  • $287,000 reduction in annual benefits spending
  • Flat renewal rates versus the projected 17% increase
  • 92% employee satisfaction with the new benefits program
  • 76% utilization of telemedicine for appropriate conditions
  • 38% reduction in emergency room visits as employees used more appropriate care options

Client Testimonial

"We approached RB Muha with what seemed like an impossible challenge: reduce our runaway benefits costs without making our employees feel like we were cutting corners. Their team not only delivered on that goal but actually improved our benefits package in the process. Our employees have better coverage and more options, while we saved nearly $300,000 that we could reinvest in our product development. The data-driven approach and attention to our specific needs made all the difference."

— Mark Thompson, CFO, DataFlow Solutions