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If you’ve received the “what” without the “why,” you’ve likely experienced what is known as a “black box.”

Nearly 9 in 10 employers, in fact, say they will make changes to their health and well-being vendors either this year or next, according to WTW’s 2022 Vendor Strategy Survey .

As appropriate, tailoring questions to ask “how” they will meet specific requirements over questions around “can you” meet the requirement will give additional insights into the vendors’ approaches (such as will it be out of the box or require custom work?).

Access a bonus Workspan Daily Plus+ article on this subject: Beyond the Black Box: Why ‘Explainable AI’ is Non-Negotiable for HR ; Excitement and Anxiety Are Arriving Together If you are like most HR leaders, you probably have mixed reactions to AI.

The latter’s string of cafes, situated mostly on college campuses, are completely run by students — including a rotating student CEO (“cafe executive officer”) — and the organization focuses heavily on core competency development.

We identified and partnered with a vendor that could handle access for our 36,000 employees globally, whether they are sitting at a desk or on-site at one of our plants, and could provide employees with access to personalized programs, tools and coaching to help them improve their overall well-being.

The vendor promised fantastic results based on metrics that the vendor selected and will shovel back to you.

A key part of those efforts involves markedly greater scrutiny of healthcare partners, vendors and providers.

Employers can require timely aggregate reporting from every vendor, which should include care delivered and handoffs or interactions with other providers or vendors.

For example, there will be a dominant vendor for the education industry and a different lead vendor for the healthcare industry.