As a benefits professional, you probably focus on reducing organizational costs and satisfying employees when you design your benefits packages. You strive to provide a variety of benefits so that all of your team members are healthy and happy. You do this because it’s the right thing to do -- and because a satisfied workforce is an engaged, productive workforce.
When selecting benefits decision support solutions, it’s important to know what you are getting. A true benefits decision support solution will be smart, intuitive, quick, and thorough. It should ask questions that are easy to answer and use data and analytics to predict individuals’ health risk.
With all of the changes we’ve seen over the past six months, it’s become clear that benefits decision support has never been more needed than it is right now. If you’re still on the fence about whether or not to implement a decision support solution into your organization, here are 6 reasons that will make it a no-brainer.
When we start to think about retirement savings, most of us think of a 401(k) or an IRA as the primary vehicle that we will use to achieve our retirement goals. But there’s another account that not enough people are taking advantage of that could be more beneficial in the long run and that is a Health Savings Account (HSA).
High deductible health plan. Health savings account. Out-of-pocket expenses.
For many of your employees, the above terms cause immediate confusion, fear, and worry. As a benefits professional, it is your job to alleviate these concerns and help your employees feel more confident when choosing health insurance for the upcoming year.
Health Savings Accounts, commonly known as HSAs, are one of the best kept secrets in employee benefits. If you are enrolled in a high deductible health plan (HDHP), you are likely eligible to enroll in an HSA. Contributing to an HSA enables you to maximize your finances, and each year you go without, you’re leaving potentially thousands of dollars on the table.
As a benefits professional, one of the most important parts of your job is to design and offer health insurance options that fit your organization’s needs. But, designing the right set of medical plans is always a challenge. Your organization’s goals will differ from those of your employees and on top of that, each and every employee has different preferences, health risks, and budgets.
When you choose a health plan, you’re making a complex decision for yourself and for your family - and as we all know, the benefits world is not easy to navigate. Most times you end up buying more insurance than you need in order to avoid risk and gain peace of mind. As a result, you could be paying up to $2000 more per year than you would in a plan that is better fit for your particular needs.
While evaluating and choosing healthcare and supplemental benefits may not be confusing or difficult to those of us who work in the field, it’s important to remember that the average employee doesn’t fully understand what they’re looking at when it comes to benefits. In fact, in a survey conducted by UnitedHealth, they found that only 9% (yes, you read that right) of individuals understand all four of these basic healthcare terms:
As a health insurance broker, your job is to help your clients make wise benefits decisions, and they count on you to provide the insights and best practices needed to implement successful employee benefits programs at scale.
