FOR TRADES, SKILLED & ESSENTIAL SERVICES FIRMS | 10-35 EMPLOYEES
Your employees need
real healthcare.
Your business needs a better
system to pay for it.
Most small employers are told their only options are overpriced group policies
or no coverage at all. That's not true. This short quiz shows you where your
employment costs may be out of balance-and what businesses like yours
have actually done about it.
WHAT'S ACTUALLY BEEN DONE
Two Texas employers. Two different
problems. Same root cause.
ELECTRICAL CONTRACTOR-MULTIPLE LOCATIONS
The old approach stopped working as the crew aged.
Skilled labor got harder to find. A traditional group policy looked like the answer, but premiums and out-of-pocket costs were too high. Only senior management could afford to participate.
The company didn't need another band-aid. It needed a better system. After restructuring employee administration and benefits:
41% lower administration costs
53% lower health package costs
$15 doctor visit copays for employees
LOCAL CHAMBER OF COMMERCE-15 EMPLOYEES
101 years without a health plan. That changed in 30 days.
For over a century, they gave employees a monthly stipend to figure healthcare out on their own. Talented candidates kept
walking away forjobs with real benefits.
It wasn't a budget problem. It was a system problem. By designing coverage around how employees actually use healthcare:
55% less than traditional group health
quotes
$325 per employee - same budget, full health + dental + vision
Somewhere between 10 and 50 employees,
the rules changed.
You started your business to grow it, not to become an expert in employee administration. But
along the way:
Healthcare and benefits became one of your biggest expenses
Good employees started comparing your package to larger competitors
Renewals became harder to absorb-and harder to predict
Vendors handled separate tasks, but nobody fixed the root problem
More of your week got pulled into issues that don't grow the business
For the right operator, this is not just a pricing problem. It is a structure problem.
What the quiz gives you
Cost comparison
A practical read on where your current approach
may be costing more than it should - especially
healthcare.
Employee value check
How your benefits and employee package
compare to what workers now expect from an
employer your size.
Structural diagnosis
Whether your current setup is helping you
compete for good people - or quietly making it
harder.
A cleaner path forward
A starting point for a more centralized system -
one result you can review without pressure.
How it works
Take the short quiz
Answer a few questions about your
current setup, costs, and
employees.
See your result
Geta practical read on how your
current approach compares to
what's been done.
Review what's possible
If the result is meaningful, the next
step is simple: see what changes
may make sense for your business.
This is for you if...
You own or lead a trades or service business with fewer
than 50 employees
Renewals feel unpredictable and financially threatening
You're trying to keep good employees when larger
employers look stronger
You want a better system, not another disconnected
vendor
You care about lowering costs without lowering value to
your people
Probably not for you if...
You're only shopping for the lowest price
You want a quick fix instead of a long-term solution
You just want another quote
You're not willing to look at the structure behind the
problem
ABOUT ENVISION RESOURCE GROUP
Built for small employers who need a
cleaner way to compete
We help Texas business owners and senior management reduce non-wage employment costs,
increase value delivered to employees, level the playing field in the employee marketplace,
streamline the employee life cycle, and reduce employer liability.
Yourjob is not to become an expert in every moving part.
Our job is to help you see the facts clearly and make a good decision.
Take the 3-Minute Quiz
See how your current approach compares - and what may be realistically
possible with a better structure behind employee administration and benefits.
