Why Your Employees Need a "Choose Your Own Adventure" Health Plan

Most companies are still stuck paying for one-size-fits-all benefits that don’t really fit anyone. If that sounds familiar, you’re not alone.

On the latest episode of the Build a Vibrant Culture Podcast, host Nicole Greer (The Vibrant Coach) sat down with Stacy Edgar, Co-founder and CEO of Venteur, to talk about how employers can reimagine benefits. The big idea? Health benefits aren’t just paperwork. They’re one of the clearest signals of how much a company values its people. And when you get it right, you can lift morale, lower costs, and give employees real power over their health.

1. The Hidden Cost of "Checking the Box"

For more than 80 years, employer-provided healthcare has been a cornerstone of the workplace. But “checking the box” with a generic plan is a missed opportunity.

• A Value Signal: Benefits are one of the strongest retention tools you have. They show whether you’ll be there for employees in life’s biggest moments—or leave them on their own.
• The Wellness Program Myth: Handing out Fitbits or Pelotons doesn’t necessarily make people healthier. What it does do is send a signal: this is a workplace that cares about wellness. That signal attracts people who already prioritize health, which can create and reinforce a strong culture.

2. The Power of Choice: Enter ICHRA

The conversation zeroed in on a 2020 policy change: the Individual Coverage Health Reimbursement Arrangement (ICHRA). It’s like the 401(k) moment for healthcare—moving from one-size group coverage to individualized plans.

Here’s what it means for employers:

• Cash Instead of a Plan: Rather than locking everyone into one group option, you give employees a monthly allowance to buy their own ACA-compliant coverage.
• Lower Costs: Companies are regularly saving 20–30%.
• Higher Morale: Choice = autonomy. People feel trusted to pick what works for them.

That choice makes a difference. A 27-year-old planning for kids can pick a family-friendly plan, while a 64-year-old can focus on coverage that supports their specific needs. At Stacy’s company, one employee even opted for a bare-bones catastrophic plan and used his remaining $20,000 health wallet to invest in wellness—like a better bed and a gym membership. That’s what real personalization looks like.

3. Take Control: Be a Victor, Not a Victim

The takeaway: don’t leave healthcare up to chance. Both HR leaders and employees need to become informed consumers.

Nicole and Stacy shared three steps:

1. Get Self-Aware: Know what your plan actually covers.
2. Get Literate: Understand the basics—terms like deductible and out-of-pocket maximum matter.
3. Get Empowered: Remember that you have options, and those choices shape both your health and your finances.

If you’re ready to give your team more control—and stop wasting money on benefits that don’t fit—this conversation is worth your time.

➡️ Watch the full episode for real-world stories and practical steps to modernize your benefits strategy.