Onsite Employee Health. Wait….what is it that you do?

Onsite Employee Health. Wait….what is it that you do?

What is it that you do? I’ve heard this question a lot lately as I’ve entered into a lesser known arena of the healthcare industry, onsite employee health. People don’t understand when I state that I operate onsite clinics for employers. As more and more employers are discovering the benefits of onsite clinics, I think it’s important that the general public is informed. After all, it’s the employees who benefit the most.

An onsite clinic is a venue in which an employer offers medical and wellness services at or near their corporate location, and services are delivered by licensed providers to the company’s employees. Services range from acute care to chronic disease management and everything in between. Employers decide what population the clinic is eligible. This could mean that only employees whom are insured through their employer can utilize the clinic or eligibility could be open to all employees, dependents and even retirees.

Onsite employee health clinics are a growing way to provide cost savings to employers’ through:

1. Increased productivity and ROI,
2. Increased employee retention and recruitment,
3. Occupational health services and support.

Employer health care costs have steadily risen over the past 15 years and were up again by 3% in 2016 according to the Kaiser Family Foundation/Health Research & Education Trust Employer Health Benefits Survey (Kaiser Family Foundation). Onsite clinics are a proven way to lower these healthcare costs while bringing an added benefit to employees.

To the Employees, benefits include:

1. Quick and convenient access to quality providers,
2. Wellness programs and coaching,
3. Acute/primary care and chronic disease management.

Having access to high-quality providers right at their place of work assists people in becoming or staying healthy. Employees enjoy the convenience and benefits that come with onsite employee health clinics and feel appreciated by their employer.

Learn more at http://www.tantamhealth.com

Written By: Jamie Ozga, MBA, Chief Process Officer at Tantam Health

About Tantam Health: Tantam Health specializes in on-site and near-site clinics for employers. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at http://www.tantamhealth.com

What Made Your Favorite Manager So Great?

What Made Your Favorite Manager So Great?

I have always included two questions in all of my interviews: Can you tell me about your favorite manager? least favorite manager?

Applicant after applicant had eyes light up when recounting their stories with their favorite managers. I heard stories of managers being flexible with employees during personal difficult times, providing support when the position was overwhelming and being approachable.

The mood almost always changed when the applicant hesitantly told me about their least favorite manager. There were stories of not being approachable or managers would sit in their office when work was at its busiest. One person shared being written up for attending a close relatives funeral. I decided to share:

Common Traits in a Favorite Manager

They are Fair
Managers that make it into the “favorite” category hold everyone accountable with the same standards. It is easy to “play favorites” with your team but that behavior make your team crazy. Why can John come in late consistently but Sarah was written up for being late once? Teams like to know what the manager expects of everyone. Holding the same standards reinforces the expectations of behavior for the workplace.

They Help
Favorite Managers jump in when the team is sinking. Interview after interview the running theme of favorite managers was that they were supportive of their teams. Being “helpful” as a manager is more than getting through the busy time, it is sharing the same elbow space in the same role to accomplish the same mission. This is where managers practice what they preach in supporting their team.

They are Flexible
Flexibility is important to team members. An associate might need time off to take care of a family situation or may just have a different way of completing a task. Being flexible to make the team member’s work or home life easier is a trait that does not go unnoticed. Each interviewee responded with examples in which their favorite managers worked with them during a frustrating situation.

They Listen
The best managers not only listen to feedback, but they do something with it. The team might complain of the workload, hours, coworkers, and other stressors but a great manager hears more than “complaints”. Favorite managers often listen to what stresses their team members and take it as feedback to work towards positive change.

Do you have a Favorite Manager story that you want to share?

About Tantam Health: Founded in the Chicagoland area in 2017; Tantam takes a team-based approach in their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by NCQA. The unique structure of their team allows them to deliver on the expectations of their clients, their employees and their partners. They are committed to a culture of collaboration and engagement that transforms employee health solutions for their clients.

When We Say “No” In Business

When We Say “No” In Business

I walked into a makeup store with my heart set on a red stain for my lips. It was sold out! I rummaged the shelves with no luck. As a last ditch effort, I asked the sales associate if the store had this item in the back. She responded “no” and proceeded to stare at me. I asked when it might be back in stock and was told to try to purchase it online. The sales associate walked away. I left empty handed and discouraged (a direct impact on clients when we say ‘NO’ in business).

You might think this was a “one off” incident, but it is more common than you think. I bet if you think back, you might even be guilty of creating these same barriers for your clients. Sure, poor customer service is about a 50/50 shot in business, because you think the employees are underpaid and overworked. I have also found these same barriers in corporations.

A couple years ago, I worked for a small business that provided healthcare services for their clients. The clients paid tens of thousands of dollars every single month to our company. When the client had a special event and wanted to promote the services that we provided, they asked me to provide them with pens. The pens would have cost our company roughly $30.

This request excited the directors with anger. They asked me why I would want to give the client the pens for free since that was not included in our contract. I was lectured on how it starts with pens and next the clients expect everything for free. In short, the company expected me to tell my client “no”. I already told the client that we would support their event through providing pens, so we gave them the pens. We spent $30 on them, the client was happy and the client believed that I cared about their event. Trust was starting to build between us. The contract was worth more than a half million dollars a year.

Saying “yes” in business, has a wonderful power in itself

The word “yes” is a relationship builder. It reaffirms the other person’s belief that their needs and wants are valid. Understanding that we cannot always say the word “yes” if we do not have the ability to provide what the client is requesting, we can still tell them what we can do for them.

Take the example above in the makeup store: Instead of the sales associate responding “No” and subsequently being told to go find it online, what if she tried “I’m sorry. It appears as though we are currently sold out of that item. Can I show you another red lip stain that I really love?” The probability is high that I would have at least tried on the product and potentially still purchased other things on that day.

Ultimately, when we say “no” in business, we create barriers to relationship building, developing much needed trust and as a consequence- we lose more potential future business from a “would be” long-term client.

About Tantam Health

Tantam Health specializes in onsite health, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at www.tantamhealth.com

Are you executing your systems for success?

Are you executing your systems for success?

Have you ever worked for a small business, for a large corporation or held roles with both?

If you’ve answered yes to any or all of these questions, then you have most likely been involved in a lack of processes or have been tied down with too many protocols. Many small businesses suffer from a lack of systems for success that could help their efficiency and savings. While larger corporations sometimes have too many processes, protocols and policies in place that suffocate creativity.

Walking the fine line between not enough and too many systems is important. As somewhat of a process “geek”, I tend to favor having systems for success in place for the majority of business operations. But I will say that I have worked for both small businesses and large corporations, and I have witnessed the troubles that come along with both scenarios.

In smaller businesses, I have held roles in, the problems have been the direct result of lack of systems. At one company, the owner had a different “deal” with everyone. There were little to no policies around HR practices, organizational structure, or job responsibilities. This resulted in staff not knowing what is expected of them or what role their co-workers played in day to day operations.

At another small business, there were no systems in place for on-boarding, training, or backup coverage. This creates employee engagement and turnover issues, compliance concerns, unhappy clients, efficiency problems and ultimately loss of revenue.

Conversely, many larger companies overload staff with policies, but do not follow through with processes and procedures to ensure these policies work. Larger companies also fall into the trap of trying too many new policies at once or not educating staff on the “why” behind policy to help them understand and comply.

A common problem businesses make is not understanding what policies, processes and procedures actually are and how they work together. Policies are generally high level guidelines that initiative processes and procedures. The process is then the major tasks involved in accomplishing the policy, and the procedures are the detailed steps involved in the process.

Effectively planning, implementing and following through on all three steps of a system can result in compliance, higher efficiency, savings, continuous improvement, employee engagement and so much more. If these small businesses put simple Systems for success into use, then they wouldn’t run into any of these issues so easily. Larger companies need to make sure they pull the systems together will all three components in order to be successful.

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at www.tantamhealth.com

The Pygmalion and The Golem, Who’s Running Your Company?

The Pygmalion and The Golem, Who’s Running Your Company?

In the 1960’s researchers set out to study what most of us know as the self-fulfilling prophecy. The results of this study, and many since then, is called the Pygmalion Effect and it states, in the most simple terms, that because you expect someone to excel, they will excel in your company. The assumed reverse of this is the Golem Effect. The Golem Effect has never been actively tested because of ethics and morality issues. However, it is assumed to be true because of nature’s tendency towards opposites balancing each other out.

What does this have to do with anything in your company? The surprising answer is, probably everything, and it might be time to shake up teams and management to use the results of these effects to benefit your company, instead of throttling your potential.

A huge part of what makes the Pygmalion or Golem Effects work is the fact that those in charge don’t know they are causing it to happen. Human beings, like most animals, have innumerable sub-conscious signals they send to the people around them. It’s what makes you feel like someone doesn’t think you can do your job, even though they have always been very professional towards you in every way, you just FEEL it. That feeling eventually causes the majority of people to stop trying and leads to lower and lower morale and even worse productivity.

The Pygmalion Effect in Your Company

There are several methods to use the Pygmalion Effect to your benefit, and your comfort level is often the deciding factor of which you should use. The two most prevalent in testing currently have so far offered the best results, though the second is fairly new and still being refined for the most efficient use.

The first is the easiest, but often makes many people uncomfortable, as it literally requires the telling of a few lies. The very first studies on the Pygmalion Effect involved testing the subjects, and then lying to the supervisor (or teacher as the case may be) about who’s test said they would be superior in a year’s time.

The lie created a completely sub-conscious effort on behalf of the supervisor to see the subject excel. They smiled more when the subject talked, leaned forward and really listened, and offered meaningful responses more often when interacting with the “superior” subjects as opposed to the rest of the group.

More recent efforts to remove the dishonesty have shown that giving those same supervisors review forms to fill about their team/group. Then video taping supervisors as they interact with the group, and finally showing them how they react to others based on how they feel about them can sometimes achieve the same results. Once the supervisor understands and believes in the Pygmalion and Golem Effects. It takes a little longer and sometimes repeated efforts, but it also introduces a new level of both honesty and intimacy. To the team this may create greater and more efficient teamwork in all efforts.

As the consummate lecturer Ralph Waldo Emerson once said, “Treat them greatly and they will show themselves great”. Creating an environment that expects greatness from everyone can literally create the greatness you want your company to achieve.

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at www.tantamhealth.com

Trending in Employee Benefits

Trending in Employee Benefits

Attracting the best employees is always at the top of any businesses to do list, keeping those employees is usually a very close second. Employers have long known that employee benefits package makes all the difference in attracting top talent. However, there have always been huge disparities over what exactly those packages should include and which employees should be included in the offer.

Required Benefits

  • Social Security
  • Workers Compensation
  • Unemployment Insurance

Expected Benefits

  • Health Insurance
  • Limited Life Insurance
  • Retirement Plan

These benefits are traditionally included in most packages, and employees have come to expect that they are just there. Employees don’t really think about these benefits unless they are presented with a package that does not have these basic employee benefits. When asked, employees offer up a rather surprising wish list of benefits that may actually save an employer large sums per employee.

10 Most Wanted Employee Benefits

  1. First Place is actually a tie
    • More Flexible Health Insurance, that includes Vision and Dental – Side Note: the most favored options for more flexible health insurance was actually not a traditional insurance plan at all. Instead, many employees would rather have on-site health care than a traditional insurance plan that they must navigate themselves and use precious sick days and vacation time to use.
    • Flexible Work Hours, including work where you are options
  2. More Paid Vacation Time
  3. I higher number of Paid Sick Days, including Mental Health Days
  4. Student Loan/Tuition Assistance
  5. Paid Maternity and Paternity Leave
  6. On Site Fitness/Yoga/Gym Memberships
  7. On Site Child Care
  8. Free Drinks and Snacks
  9. Company Wide Retreats and Outings
  10. Team Bonding Events

Based on this Employee made list, it is safe to assume that most workers actually want their employer to offer the things that make them happier, healthier, more productive employees and that keeps them engaged with the workplace as much as possible.

That’s great news for an employer that wants the best out of each person they hire. It also offers up what can seem a daunting challenge to employers. Now it is squarely on the employer’s shoulders to discover and offer strong benefit package options that are far outside the traditional and make these benefits work just as hard for the company as they do for employees.

The time has come to step outside the comfortable standard business practices box. Discover, for example, how an on-site clinic lowers company wide health costs and keeps your employees working by immediately addressing small problems before they become major illnesses while keeping the employee away from their job for minutes or hours, instead of days. The possibilities are endless no matter how big or small a company. Which ones will you institute today to ensure the best employees are at each station of your company?

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at www.tantamhealth.com

When the Honeymoon is Over

When the Honeymoon is Over

There are two lives that we each have; one is professional and the other is personal. Though we may try to distance the two or set distinctions between each area of our lives- they are more similar than we think. In this, let’s compare finding a new job with finding a spouse.

The Dating Period

This is the period in which you are playing the field. Before you swipe “right” you might think to yourself, do I really want to have a drink or dinner with this person? Similarly, before you “quick apply” to that job, you might ask yourself if you could really see yourself doing that new job. Really, could I do that FOREVER (or the next few years)?

If all goes well on the first date, the reality of this person being in your life becomes a little exciting. All the imperfections are still cute and charming in this stage. Jobs are the same. We accept the initial phone interview and meet in person. We look past those “I can handle that” parts of the new job because the prospect of long-term employment is attractive.

The Engagement

When you think you have found that special someone, the next thing to do is try to make it official with a ring (or some other token of your affections for one another). Similarly, the prospective job makes you an offer. The offer is a new job’s token of affection that they want you to stick around for a while.

The Marriage

This is where you sign your name away on the dotted line- in either scenario. If you are really all in, you might even sign a pre-nup, which is equivalent to a non-compete in the corporate world. The deed is done and you are now in holy partnership.

The Decision to Stay or Leave

This is the final step. Besides death (which you normally don’t have a decision in), there are no more steps along the way.

Just like your marriage at home, the honeymoon period is blissful. Everything is perfect! Both of you discuss who will do what, the smallest tasks are done with a smile and life is amazing. Jobs have that same period. It normally is during your training period. You get to meet your colleagues and you are pretty much the center of attention. Everyone is happy to help with questions and you can’t believe that you got so lucky!

Just like in any relationship, those “charming” imperfections creep back in. Now the relationship is not as new and it might be downright irritating now. Maybe you don’t feel valued or listened to? Maybe this was not what you thought it was going to be. What are you going to do now?

In a marriage or at work, the decision to stay or leave is always yours alone. You might question whether it is right or wrong to stay at different points in your life. This is normal.

If you do decide to start over, whether at home or work, this process will start over again. Some people get stuck in a vicious cycle of starting over again and again. They are always looking for something “better.” If this pattern starts to appear in your life, it might be time to ask yourself if it is actually you. No one or job in this world is without faults.

What are you going to do when the honeymoon has ended?

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at www.tantamhealth.com

Three Ways to Stop Managing and Start Leading

Three Ways to Stop Managing and Start Leading

No one really wants to be seen as “the man” when being referenced by their direct reports. Being “the man” symbolizes a position of power that doesn’t relate to the general team. As many companies are starting to move toward a team based approach to management, here are a few examples of how to stop being seen as a boss and start leading.

Provide Honest Feedback

Managers have the responsibility to be honest with their team’s performance. If a direct report is not meeting expectations, it is important to give them that feedback before their end of year evaluation. It is also unfair to continually dangle a promotion if the person is just not a fit for the desired position. An associate will continue to work for promotion once the opportunity is discussed. He will also grow disgruntled when they have completed all of the “items” that held them back from obtaining the sought after position.

A manager will have issues with one or two people being tardy (or frequent call ins or some other common issue in management). Instead of the manager addressing the issue with the tardy individuals, they instead hold a team meeting. The issue of tardiness is brought up and everyone else knows exactly whom the manager is talking to- except for the one or two punctuality offenders. It is always best to just have the conversation with those that are not meeting expectations.

If your team sees that you are honest with them, they will trust you and your intentions. Does your team trust you. Are you leading effectively?

Never Publically Reprimand

It may seem obvious that the quickest way to disengage a team member is to call them out on something in front of others. Then why do so many managers make this mistake? Recently, a Field Director shared about his frustration with his boss, a partial owner of the company. An hourly employee called the owner to discuss new policy changes implemented by the Field Director. Instead of the owner referring her back to the Field Director, he stated, “I am the boss and that’s not going to happen”.

The hourly employee, full of glee, went back to her entire team and gloated that she spoke to the owner and no one had to listen to the Field Director (in so many words). Though the owner believed he was addressing the hourly associate with her concerns, he was actually publicly invalidating the Field Directors position.

It is easy to publicly belittle a member of the team through non-verbal’s as well as spoken word. Are you careful with what you both say and don’t say?

Learn The Roles and Start Leading

No one likes it when their boss tells them what to do, but has no idea what they actually do. In order to be a great leader, it is important to know about each role that you supervise. Though it is unrealistic to know every detail about every role in the organization, it is reasonable to take an interest in each person’s work. This is especially important when you, as the manager, have never worked in your particular industry before. Take an interest in the various roles, learn how they all work together, and people will be happy to tell you about what they do and how it contributes to the greater good of the organization.

Before you delegate the next task, ask yourself this question- Do you know what your team members actually do?

About Tantam Health

Tantam Health specializes in onsite health, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at http://www.tantamhealth.com

I Challenge You to try Hiring Differently

I Challenge You to try Hiring Differently

It’s very comfortable and common for a hiring manager to search for specific skill sets when hiring for a position. Hiring managers are most likely to try to find someone with specific experience in the role and the skills needed for the role. For example, in the veterinary field, it is common for managers to search for veterinary assistants. Assistants that have already held the role elsewhere and already have the technical skill set for the job.

If you are one of these managers, it’s time to step out of the box and be more creative with your choices. I challenge you to choose your next hire based on talent not skill set. What do I mean by this exactly? People can be taught skills and learn new things, of course, at different paces, but it is not necessarily a talent to have a learned technical skill.

If you are choosing people based on previous experience in the same role or technical skill set alone, this can backfire easily. Sure, you may think they don’t need as much training because they’ve done the job before, but this is not usually the case. These individuals often already have “their way of doing things”. They’ve learned the skills a certain way, believe that is the best way and are less willing, if not unwilling, to change the way they do things. They need to be re-trained to understand the culture and meet the standards of your company and are often not as engaged in doing so.

This is in stark contrast to someone with talent but little technical skill set. People with ‘talent’ are generally hardworking, driven, and willing and able to quickly learn new things. Many times you find these people either just out of school or coming from a different industry, which leaves them at a disadvantage when it comes to skill level. But, as one of my favorite quotes goes, “In the beginner’s mind there are many possibilities. In the expert’s mind there are few.”

They may not be able to immediately perform every function of the role, but you are able to develop them and mold them into exactly what you are looking for. The skills can be taught, but ‘that something’, that drive and excitement for learning and leading cannot be taught.

I can tell you from personal experience that hiring for talent works out in the long run. I once hired a barista to be a veterinary assistant. She had absolutely no veterinary skills or experience, but she had talent. This new hire was (and still is) confident, a born leader, a driven and hard working person that was (and still is) eager to learn new things and be a part of something bigger. She applied and interviewed for a front desk position, but immediately upon interviewing her and seeing her with the team,

I knew she would pick up the skill set needed to work in the clinical environment of the hospital and be a leader while doing it. She quickly learned the necessary technical skills, got comfortable with the team and began leading the day to day work of others. She was recently promoted to a hospital lead position, and I have no doubt that she will keep growing.

If you happen to come across someone with both skills and talent, then of course go for it. But if you ever have the choice between skills/experience and talent, always, always, always pick talent! I promise you won’t regret it.

Written By: Jamie Ozga, CPO at Tantam Health, Inc.

About Tantam Health

Tantam Health specializes in onsite clinic, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at http://www.tantamhealth.com

The Forgotten Marketing Tool

The Forgotten Marketing Tool

In a recent interview, Phil Knight, creator and CEO of Nike, said: “We’re a marketing company, and the product is our most important marketing tool.”

Do yourself a favor, and read that statement again, really focus on the meaning of it. Nike, a company who fights only Disney for first place in true marketing genius, believes their product is their most important marketing tool. Not their numerous websites, not their famous ads, not their unbelievable ability to maximize social media of any kind.

From their cheapest kids sneaker to their most expensive named basketball shoe, before they worry about their marketing campaigns, commercials, Twitter feeds, or Facebook pages. NIKE, whose name alone could carry them through years of bad designs with little effect on the bottom line, focuses entirely on making sure their shoes and accessories are always up to par.

The products, the shoes, are their most important marketing tool. This idea is still fairly novel in the marketing world, despite the obvious success of companies like Nike.

What is our product? How focused are we on the quality of our product? Whether we are a restaurants, striving to produce unique food, a manufacturer, aiming to produce durable bikes or a service provider, offering a solution in health and wellness, we all have the same goals

  1. Is our product up to par?
  2. Are we Constantly improving your products and services?
  3. Are we bringing innovation and technology?
  4. Is our customer happy and staying with us (or keeps coming back)?
  5. Lastly, Is our product still your best marketing tool?

When running a company that provides a service in healthcare, wellness, where there are more variables than constants, we need to understand what is our ‘Product’. Most service providers sell solutions and a team that will execute these solutions. So, ultimately our team becomes our absolute essential tool for the success of our ‘product’.

As the years pass and the customer stay with us year after year, the fine line between our the product and team starts to disappear. The customer loyalty starts to rely more on the team and less on the product. This is a crucial time for an organization, as now they have developed the ‘secret sauce’ for their success, their ideal team. Now the word of mouth, basic marketing, sales and other traditional efforts will produce 10X more results.

Unfortunately, we have seen companies’ fall right around this stage, one too many times. Reasons?

  1. CEO/C-execs stop listening to the team that brought them to this success point
  2. Members of upper management start forgetting about the values they started the company and start to focus on $$$ signs
  3. The team frustrations start to impact their work and ultimately the cookie crumbles
  4. When all your focus turns to a plan to attract more customers and the product (your team) is completely forgotten.

Your team is your best marketing tool, take care of your team!

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at www.tantamhealth.com