At this year’s IMA Summit 2025, GoPivot CEO Don Doster, VP of Customer Success Julie Palmer, and partners at C.A. Short and Seneca Foods explored a topic that’s top-of-mind for HR and benefits leaders: the rising cost of healthcare in America—and how targeted, inclusive wellness programs can be part of the solution.
The State of Healthcare Costs
Healthcare spending in the U.S. reached $4.9 trillion in 2023, averaging $14,570 per person and consuming 17.6% of GDP. Approximately 90% of these costs are tied to chronic and mental health conditions such as diabetes, heart disease, and depression—many of which are preventable with healthier lifestyle choices and early intervention.
Why Employers Are Taking Action
With healthcare costs rising annually, employers—especially self-funded organizations—are looking for new strategies to manage costs while improving employee health. These strategies include:
- Funding alternative models and flexible benefit plans
- Creating comprehensive wellness strategies
- Investing in incentive-based employee wellbeing programs that educate, motivate, and empower employees to take an active role in their health
Why Wellness Programs Are Paramount to the Equation
Employers cannot simply absorb the rising costs of healthcare year after year. Nor can they expect employees to change behaviors without support, tools, and motivation. Wellness programs are a key lever in the equation, helping to reduce preventable chronic conditions that drive the majority of healthcare spending.
When structured effectively, wellness programs:
- Create healthier daily habits (nutrition, exercise, stress management)
- Encourage early detection and prevention through screenings and annual exams
- Provide education around financial, mental, and lifestyle wellness
- Align employees’ health goals with organizational goals to reduce absenteeism, improve productivity, and lower claims costs
In other words, investing in wellness isn’t just an added benefit—it’s a strategic necessity for employers looking to control costs while supporting employees’ total wellbeing.
Why Incentive-Based Wellness Works
Through incentive-driven wellness programs, employers can drive:
- Prevention and engagement (biometric screenings, annual exams)
- Lifestyle changes (nutrition, physical activity, stress management)
- Financial and mental wellness participation
- Healthcare transparency to empower employees in making informed, cost-effective healthcare decisions
Real-World Results
At GoPivot and C.A. Short, we’ve seen these strategies move the needle:
- Adams County, Denver saw a 22% increase in biometric screening participation and a 20.5% increase in preventative exams within the first year
- Seneca Foods reported a 23.5% increase in biometric screenings and preventative exams completed by 58% of its total employee population, compared to an industry average of 10–14%
When recognition and wellness are combined on the same platform, clients see:
- 20% higher overall engagement rates
- 27% higher login rates
- 18% increase in peer and manager participation
- 11% higher point redemption rates
The Bottom Line
Wellness isn’t just good for your people—it’s good for your bottom line. By meeting employees where they are and providing them with the tools, support, and incentives to engage in healthier choices, employers can build a culture of wellbeing that reduces costs, improves productivity, and strengthens employee retention.
At GoPivot, we help organizations move from rising healthcare costs to measurable improvements in employee health through targeted, inclusive, and results-driven wellness programs.
Ready to see how you can drive real results with your wellness strategy?
