Sydney Little

```html Most wellness program budgets rest on a number someone found in a vendor deck. The $3-to-$1 return. The productivity lift. The absenteeism reduction. Those figures aren't fabricated, but they aren't universal either, and the conditions that produce them rarely match the conditions under which most employers are spending. What the research actually shows is narrower, more contingent, and significantly more useful than any blended headline number. The question isn't whether wellness...

Your broker shows up at renewal with a stack of carrier options and a recommendation. You pick one. Premiums go up 8%. You ask why, and the explanation involves trend factors, claims experience, and market conditions — none of which you can verify or act on. Twelve months later, it happens again. The process feels like a ritual, not a strategy. And somewhere in that gap between what your broker does and what a strategic advisor would do, real money disappears. In This Post What is the role...

Every year, mid-sized employers sit across the table from their broker and accept a renewal they don't fully understand. Premiums go up 8, 12, sometimes 18 percent. The explanation is "trend." The alternative presented is a higher deductible. Leadership approves it because there's no time to evaluate anything else, and the cycle repeats. What most of these organizations don't realize is that the renewal number was largely determined six months earlier — by data they never asked for, from a...