Learn from
Benefits Expert
Chris Wolpert

About Chris Wolpert

Chris is the founder of Group Benefit Solutions in Tacoma, a risk mitigation and cost containment consulting firm with expertise in converting a top P&L liability into earnings for employers, while increasing the quality of life for their employees. Chris is an Amazon best-selling author of NextGeneration Healthcare, and was recently named a Rising Star by Employee Benefit News.

Chris has been interviewed for stories appearing in US News & World Report, Self Magazine, Moneyish.com, Clutch.co, Employee Benefit News, and Benefits Pro.

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Are You Spending Dollars to Save Dimes?

Are You Spending Dollars to Save Dimes? will show your audience the following:

  • Why health insurance company incentives are aligned against you
  • Why the healthcare industry’s incentives are aligned against you
  • Proven strategies to help you reduce the risk inside your health insurance plan
  • Case studies of organizations who are achieving the results you desire

3 Secrets to Winning the Lopsided
Battle With Rising Healthcare Costs

Washington and Washington State have been playing the Apple Cup since 1900. However, for the past 119 years, the rivalry has been extremely lopsided.

In fact, it’s been so lopsided, Washington State fans have come to expect failure.

The rivalry with your healthcare costs is no different.In Are You Spending Dollars to Save Dimes? Chris will show you why the health insurance and healthcare industries have the upper hand, while providing proven strategies to help your organization build a better health plan for less money.

Does it take hard work? Absolutely, but Chris will help you shift your mindset so you know longer have to accept failure.

It’s time for you to win this lopsided rivalry and expect results.

Moving and highly inspirational, Are You Spending Dollars to Save Dimes? will leave you motivated to take action immediately!

"Cutting-edge!"

If you're an employer in the Pacific NW and you're fed up with the mediocre results you're getting from your health plan, you'd be wise to connect with Chris. Chris' cutting-edge strategies paired with his ability to help employers design a long-term game plan, will help you create the stability, transparency, and control you are looking for.

Andy Neary
Consultant / Coach

Chris' Recent Blog Posts

Voluntary benefits have emerged as a key differentiator for small businesses looking to stay competitive in attracting and retaining employees. These benefits, which are offered in addition to group health insurance and 401(k) plans, allow employees to opt in to coverage that fits their unique needs, often with little or no cost to the employer. While larger companies have long embraced these options, small employers are increasingly seeing the value in building voluntary benefit programs that reflect the makeup and priorities of their workforce. For small businesses that may not be able to afford rich employer-funded benefits, voluntary offerings help level the playing field. They increase employee satisfaction and improve recruitment, especially when competitors already provide these options. What are voluntary benefits? Voluntary benefits are supplemental insurance and service options that employers make available to their staff. Employees choose which benefits they want and typically pay the premiums through a payroll deduction. Some employers contribute a portion of the cost, but it's not required. Examples of voluntary benefits include: Dental and vision insurance Critical illness and cancer insurance Hospital indemnity coverage Accident insurance Life and disability insurance Legal assistance plans Identity theft protection Long-term care coverage Pet insurance Wellness benefits, caregiving support and fitness memberships Why voluntary benefits matter There is wide support for voluntary benefits among American workers. In fact, studies show: More than three-quarters of employees say they are more likely to work for an employer that offers voluntary benefits. Most small businesses with 10 to 49 employees now offer at least one voluntary benefit. Nearly 70% of businesses with 50 to 99 employees offer several voluntary benefit options. Employees report strong interest in products like critical illness, cancer, hospital indemnity and identity theft protection — even when they are not already enrolled in them. However, priorities may vary depending on the age of your employees. If your workplace is like many others, you have multiple generations working together. Consider that: Gen Z may seek mental health support and pet insurance, Millennials might prioritize family building benefits or debt relief, Gen X may be focused on caregiving and long-term care insurance, while Baby Boomers may be most interested in discounts on health services or disability insurance.   Choosing benefits for your team Adding voluntary benefits doesn't have to be overwhelming. A thoughtful approach will ensure your offerings align with your employees' needs and your business goals. In addition to working with us, here are some practical steps small employers can take: Poll your team early: At least six months before your annual open enrollment, survey employees to find out which voluntary benefits they value most. This helps you choose offerings that will see the most uptake. Start small, then expand: Begin with a few high-demand options like dental, vision or accident insurance. You can add more over time based on your budget and employee interest. Think generationally: Consider what different age groups might prioritize. Work with a broker or advisor: We can guide you through the process, help manage administration and educate your employees on how to take advantage of these benefits. Communicate regularly: Don't assume your team knows what's available. Use e-mails, posters and meetings to highlight benefits and remind them of enrollment deadlines. Make enrollment easy: Choose a carrier with online enrollment and mobile access to increase participation and reduce your administrative burden. Offering voluntary benefits isn't just about checking a box. It's about showing your team you understand and support their full lives. That can pay off in loyalty, morale and long-term retention.

Why Voluntary Benefits Matter for Small Employers

Voluntary benefits have emerged as a key differentiator for small businesses looking

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Poor Health Insurance Literacy Hurting Your Employees, Your Bottom Line

Poor Health Insurance Literacy Hurting Your Employees, Your Bottom Line

Poor health insurance literacy among plan enrollees costs both them and plan

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Big Beautiful

‘Big Beautiful’ Tax Bill Would Make Major Changes to HSAs, ICHRAs

The “Big Beautiful” tax bill being debated in Congress has several provisions

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2026 HSA Contribution, HDHP Cost-Sharing Limits

2026 HSA Contribution, HDHP Cost-Sharing Limits

The IRS has announced slightly higher health savings account contribution limits for

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How Group 'Gap' Insurance Can Save Your Staff From Financial Hardship

How Group ‘Gap’ Insurance Can Save Your Staff From Financial Hardship

If you are offering high-deductible health plans to your staff to reduce

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Why Employers Should Promote Checkups to Control Group Health Insurance Costs

Why Employers Should Promote Checkups to Control Group Health Insurance Costs

One often-overlooked factor that can drive up group health plan premiums is

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The Time for NextGeneration Healthcare Is Here

Would you like to reduce healthcare costs while also providing better benefits, care, and outcomes for employees? Download NextGeneration Healthcare for free now!

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