BUILDING A BRIGHTER FUTURE IN HEALTHCARE: Empowering Employees and Communities
Shaping a Patient-Centered, Free-Market Healthcare System
Working closely with patients every day has shown me just how much of a difference patient-centered care can make. But before diving into all the benefits, it’s important to talk about what happens when that approach is missing. When care becomes more about efficiency or cutting costs than about the individual, patients often suffer — outcomes drop, and the experience becomes transactional rather than meaningful. As physicians, we have a responsibility to push back against that. It’s not just about guiding our patients; we also need to help employers understand their role in shaping smarter, more compassionate healthcare.
Dangers in the Current Insurance-Based Care
Insurance-driven care comes with real risks that can hurt patient outcomes. When the focus is on standardized treatments, it often turns into a one-size-fits-all model that overlooks the unique needs of each patient. That kind of care can really fall short. On top of that, real communication between doctors and patients is often disrupted by third-party interference. When insurance companies dictate what can be said, done, or prescribed, it limits how openly we can talk with our patients about their condition or their options. That lack of price transparency doesn’t just create confusion—it breeds mistrust and makes it harder for patients to fully understand or follow through on their care. It puts a wall between patients and the people trying to help them.
And let’s not forget the impact on physicians. The heavy administrative load and constant push for efficiency can lead to burnout, which isn’t just bad for clinicians—it puts patient safety at risk. No doctor should have to choose between what the insurance will cover and what their patient actually needs. That conflict erodes trust, adds stress, and undermines the entire point of care.
The Impact on Patient Outcomes
The consequences of care that isn’t centered around the patient are real — and sometimes serious. Here are just a few ways it shows up:
More medical mistakes. When care isn’t tailored to the individual and communication breaks down, the chances of things like medication errors or even surgical mix-ups go up. These aren’t small issues — they can have major consequences.
Higher risk of infections. Disorganized systems and rushed care environments can increase the chances of patients picking up infections while in the hospital. That means longer stays, higher costs, and in some cases, worse outcomes.
Frustrated, disengaged patients. When people feel like they’re not being heard or understood, they’re less likely to stick with treatment plans — and that can spiral into worse health and even hospital readmissions.
Widening health disparities. A one-size-fits-all approach often overlooks cultural, language, or social factors that affect care. That gap can leave already-vulnerable patients behind, making inequities even worse.
Burned-out clinicians. When the system prioritizes paperwork, productivity targets, or insurance checkboxes over actual patient care, it drains providers. Burnout isn’t just a personal problem — it directly affects the quality and safety of care.
Beyond Traditional Insurance: Exploring Alternative Options
Most people are familiar with the big insurance names — Blue Cross, UnitedHealthcare, Cigna, Aetna, Humana (referred by many as BUCAH plans) — and for a long time, those traditional plans have been the default.
But they’re not the only option, and they’re not always the smartest choice, especially when healthcare expenses are taking up a growing chunk of company budgets.
Employers should be looking at ways to get more value out of what they’re spending — not just cutting costs, but offering better care that actually supports their teams.
The good news? There are alternative models out there that can offer better value, more control, and a more personalized experience. Here are a few worth considering:
Self-funded health plans – Instead of paying fixed premiums to an insurance company, employers cover the cost of their employees' care directly. This can lead to major savings and gives employers more control over how the plan is designed and run.
Direct Primary Care (DPC) – This model cuts out the middleman. Employers pay a flat monthly fee per employee for unlimited access to a primary care provider. It encourages stronger doctor-patient relationships, better outcomes, and faster access to care — all without billing insurance for every little visit.
Health Reimbursement Arrangements (HRAs) – HRAs let employers reimburse employees tax-free for certain medical expenses or even insurance premiums. It’s a flexible way to support individual needs without locking into one-size-fits-all coverage.
Level-funded plans – A hybrid between fully insured and self-funded models, level-funded plans offer predictable monthly costs with the potential for a refund if claims are lower than expected. It’s a way to dip a toe into self-funding with a bit more stability.
Reference-based pricing (RBP) – Instead of paying inflated hospital and provider rates set by insurance networks, RBP ties reimbursement to a set benchmark — usually a percentage above Medicare rates. This can drastically reduce costs and increase transparency.
These models aren’t just about trimming expenses — they’re about creating a healthcare experience that makes sense: more personal, more efficient, and ultimately more human.
Employers' Role in Promoting Patient-Centered Care
As a physician, I’ve come to really appreciate the role employers can play in shaping a better healthcare experience. They have more influence than they might realize — and by backing patient-centered care models, they have a real chance to make the system work better for everyone. Even smaller employers, with just a handful of employees, can drive meaningful change just by rethinking how they approach healthcare benefits.
I’ve seen it firsthand — when employers offer more flexible, personalized options, employees feel more supported and engaged. Take direct primary care (DPC), for example. When companies partner with DPC practices, employees get easy access to a doctor who actually knows them — not just for one-off visits, but for ongoing care that focuses on prevention and long-term health. It cuts out a lot of the red tape, reduces unnecessary tests or referrals, and often ends up saving money on both sides.
Another smart option is using Health Reimbursement Arrangements (HRAs), which let employees choose the providers and services that work best for them — while employers cover the costs in a tax-efficient way. It gives people more control over their care and simplifies the admin headache that often comes with traditional insurance.
And there's even more potential when employers think bigger — by teaming up with research institutions or innovative healthcare organizations, they can help develop solutions that are more in tune with what employees actually need. It’s about shifting the focus away from just checking boxes and toward care that truly supports people’s health and well-being.
One especially exciting opportunity is the creation of self-funded, community-based health plans. When local employers come together to pool resources and design their own healthcare models, they can cut out unnecessary administrative costs and negotiate better rates directly with providers. These plans can be customized around the needs of the community — whether that’s focusing on chronic disease management, mental health support, or preventive care. The cost savings can be significant, but just as important, the care becomes more personal, local, and responsive.
At the end of the day, investing in patient-centered care isn’t just good for employees — it leads to better outcomes, higher satisfaction, and real savings. It’s a win for everyone involved.
Benefits of Patient-Centered Care
When employers adopt patient-centered care models, they’re not just doing the right thing for their employees — they’re also boosting satisfaction, improving health outcomes, and cutting down on healthcare costs. Here’s how:
Better Health Outcomes: Personalized care means employees are more likely to stick with their treatment plans, leading to better overall health and fewer complications down the road.
Higher Employee Satisfaction: Employees who feel heard and supported in their healthcare decisions are much more satisfied with their benefits and the care they receive.
Lower Healthcare Costs: By prioritizing preventive care and eliminating unnecessary treatments, patient-centered models help keep healthcare spending in check — saving both employers and employees money.
Looking ahead, it’s clear that building a free-market healthcare community is key to driving meaningful change. By championing patient-centered care models and empowering employers to make smart, informed decisions about healthcare, we have the opportunity to create a system that’s not only more efficient but also truly responsive to the needs of the people it serves.
I’m calling on everyone—community members, employers, and healthcare providers alike—to come together and build a healthcare ecosystem that prioritizes personalized care, supports physician autonomy, and puts patients in the driver’s seat when it comes to their own health. Together, we can make sure that future generations have access to high-quality care that truly meets their unique needs.
Let’s build a future where healthcare is a true partnership between patients, doctors, and employers, all working in harmony. A future where transparency, choice, and innovation guide the way.