As a Direct Primary Care (DPC) physician, partnering with employers can significantly expand your practice’s impact while providing employees with accessible, quality care. But how can you effectively communicate DPC’s unique value proposition to employers unfamiliar with its benefits? There are key points to highlight when pitching DPC to employers.

Employer Cost Savings

Healthcare costs are a top concern for employers, and DPC offers a refreshing solution. Employers implementing DPC models often achieve significant cost savings, with a recent study showing that companies offering DPC experience a 13% reduction in total healthcare costs in the first year due to better employee health and management of chronic conditions. Emphasizing these savings can demonstrate how DPC can serve as a financially viable benefit for employers who want to reduce total healthcare spend.

Healthier, More Productive Employees

One of the defining benefits of DPC is the emphasis on strong patient-provider relationships, which encourages employees to address health issues early and prevent chronic conditions. Studies consistently show that employees with access to continuous, preventive care are more likely to stay healthy, avoid urgent care, and maintain a high level of productivity. When pitching DPC, emphasize that a healthier workforce reduces absenteeism and enhances productivity.

Enhanced Employee Satisfaction and Retention

A satisfied employee is a loyal one. Nearly 80% of employees surveyed reported a positive shift in their view of their employer when provided access to DPC, stating they felt more supported in their overall health and well-being. This level of satisfaction can lead to improved employee retention and a more positive workplace culture, making DPC an attractive benefit that enhances employer brand and appeal.

Understand Your Audience

DPC to employers is a complex sale, and there may be multiple decision makers even at a small office. For example, the CEO might be most interested in innovation and the increased value of benefits to employers, whereas the CFO is going to want to focus on the savings. HR or operations leads will want to know how you plan to implement and what the member disruption will be. Tailoring your message to each of these key decision makers will help you with the sale. And remember, employers usually make benefits decisions once a year, so go into the sale understanding their buying timeframe. It may take one to three buying cycles for a group to be ready to implement DPC, so hang in there.

Helping Employers Visualize the DPC Advantage

Pitching DPC to employers can be a rewarding opportunity, as it opens their eyes to the impactful benefits that DPC brings to both their organization and their employees. By focusing on the concrete financial, health, and satisfaction benefits, you can make a compelling case for DPC’s value in supporting both employee well-being and employer objectives. When meeting with prospective employer clients, using real-life examples or anonymized testimonials from your current patients can add weight to your pitch. Additionally, consider partnering with Hint Connect to streamline the process, expand your reach, and offer a straightforward solution for implementing DPC with diverse, nationwide workforces. Keeping these tools in mind, you can effectively present DPC as a complete, accessible healthcare benefit that’s easy for any employer to implement.

Learn more about how other practices have successfully implemented Hint Connect and begun their journey working with employers.