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Simplifying access at scale: Strategic lessons from Prisma Health’s wellbeing transformation

Simplifying access at scale: Strategic lessons from Prisma Health’s wellbeing transformation

Date posted

Mar 10, 2026
Length

5 minute read
Written by

Logan Fiedler
Download

Webinar recording

Large employers often face a frustrating paradox. Strong benefits. Significant investment. Expanding vendor ecosystems. Yet employees often still struggle to find, understand, and use the support available to them.

That was the reality facing Prisma Health, one of the largest health systems in the Southeast, serving more than 33,000 team members across multiple states.

During our recent Employee Benefit News webinar, Simplifying Access: The Prisma Health Blueprint for Wellbeing Impact, Prisma Health’s Director of Team Member Wellbeing, Stephanie John, joined Navigate Strategic Advisor Matt Percia to share how their organization shifted from fragmented offerings to a more connected, personalized wellbeing experience.

Rather than adding more programs, Prisma focused on making existing resources easier to navigate, easier to understand, and easier to trust.

Here are the most important strategic takeaways for HR and benefits leaders.

Fragmentation is an experience problem, not a motivation problem

Prisma did not suffer from a lack of benefits. In fact, their resource ecosystem was extensive.

The challenge was usability.

Employees were busy, stretched thin, and often unsure:

Which program is right for me?
Where do I start?
Is this confidential?
Is there a cost?

As Stephanie explained, employees were not disengaged because they didn’t care. They were overwhelmed by complexity.

The lesson for employers: Low utilization often signals design friction, not workforce apathy.

One front door changes everything

Prisma’s turning point came when they created a single, centralized entry point for wellbeing.

Instead of expecting employees to navigate multiple portals, vendors, and communication channels, Prisma introduced a unified experience that:

Guided employees to the right resources
Personalized recommendations based on readiness to change
Reduced confusion across a complex benefits ecosystem

This shift transformed the employee journey from “Where do I go?” to “Here’s where I start.”

For large employers with layered vendor environments, clarity drives confidence. Confidence drives action.

Personalization builds trust at scale

With five workforce generations, varied job roles, and team members across many locations, Prisma knew a one-size-fits-all strategy would fail.

Instead, they focused on guided personalization.

Employees received tailored pathways based on their Total Health survey responses and motivation levels. They were not told what to do. They were shown relevant options and allowed to choose what fits their needs.

This subtle shift mattered.

Choice created ownership. Ownership built trust. Trust increased engagement.

The result was not just higher participation, but deeper involvement in wellbeing activities.

Listening only matters if you act

Prisma leaned heavily into employee feedback loops.

Through belonging communities, leadership feedback, and participation trends, they gathered continuous insight into what employees needed.

But the differentiator was action.

When employees suggested improvements, Prisma adapted programming quickly. That responsiveness reinforced credibility and strengthened engagement.

As Stephanie noted during the session, asking for feedback without acting on it can erode trust faster than not asking at all.

Engagement is a signal for smarter investment

Prisma’s leadership team shifted their perspective from “What should we add?” to “What is working?”

Participation data became a strategic input for vendor decisions, program enhancements, and investment priorities.

Programs showing strong engagement were expanded. Programs showing limited traction were reevaluated.

This allowed Prisma to be thoughtful stewards of their wellbeing investment while improving outcomes for employees.

Culture change starts with permission

Healthcare environments are demanding. Long shifts, emotional intensity, and workforce fatigue are daily realities.

Prisma recognized that improving wellbeing requires more access. Employees need permission.

By visibly investing in wellbeing, gamifying participation, and encouraging leadership involvement, Prisma normalized self-care as part of workplace culture.

Wellbeing became not just available, but acceptable.