Not give employees kind of a a to make it easier for employes to kind o navigate the health care system and reduce end

so to not overstretch the grief metaphor here, because i ike, will get into this, but what i love about your writing is it's a mixive, like the meams and deep knowledge, a bit of ship posting. So let's not take this too literally, as you've put it. But where does the story you just told go wrong? Ause, once again, the reason why i thing this is a useful exercise is, e, here's this articulation. It makes a lot of sense. Wiestorjust told go wrong?

Yes? So the tough part is that one, like, everyone tries to do this. And so those, those areas have become very saturated, right? I othere, you now, there's only so many like tell medicine, urgent care, are providers at ike, an employer needs, right? It's probably one. The other thing is that employers are actually, you know, it's very concentrated. It's a small numberof of employers who actually cover a lot of the lives in self insured employer lend rt. It's like, i've read the exact number, th it's like four % cover like 70 % of lives, or some some crazy thing. So they're not that many customers there either, right? Contracts are huge, but they're not that many customers. So again, like when it's chennel sactrate, and they're not that many customers, it's tough. And then the other thing is also that employers, i know, they care about the stuff that affects a, that the stuff basically that's like very easy for them to see, is costing them money.

So it's

really easy for example, to see, like, oh, surgeries are costing me money. I can see like, how long, how like much that bundle that, like whatever that episode of care is costing. And so therefore, like, i know that i can incan reduce it, et cetera. And the reality is that a lot of health care spend is not as visible as that. If you, for example, have a g i issue, or gasinog stomach issue, a, it's like a lot of small amount to spend. So it's like, your senour primary care physician, like, maybe you see a g i once you get scoped at different times. It's not as, like, it's not ask neatly packaged as some of these other ones. And so employers will have a lower willingness to pay for stuff like that, even though they are important kind of solutions that we need for the health care system. And ten, the last thing i'll just say is, again, like they are do not care about long term health outcomes. They care about how long the health outcomes are for while you are an employee of theirs. I also think, i mean, i didn't really, this is a sort of separate for me writing about it, i also think it's like, you know, especially when employers are like the s of stress for a lot of people, i do think there's like a certain irony to like, get out getting, you'r like, mental health benefits from your employer, right? Like, there's, in my head, at least, it's like, those benefits should be independent of where you're getting your job, where your job is, and they should be portable, right? Like, when you leave that company, it's not like sucks that you'r going o get cut off from your darpist because no longer network. Riht, so

that's it, really.