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 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.
The world has gone remote. We are all making adjustments to keep our heads above water, but your charge as a benefits professional hasn’t changed. Open enrollment is coming and you still need to communicate benefits to your workforce to ensure employees understand and value their benefits.
Millions of people must choose a health insurance plan each year. From seniors enrolling in Medicare to the large share of the U.S. population who choose an employer provided offering or selecting among plans on a state exchange, the one constant across all of these settings is that picking the right health insurance plan is extremely difficult.
Studies show that most of your employees would save a significant amount of money by enrolling in a consumer driven health plan (CDHP). However, the majority of them will avoid this option at your next open enrollment because they’re unfamiliar with how CDHPs work and fear experiencing an economic loss. Their cognitive biases will ultimately cause them to miss out on more affordable (but still high-quality) health care and make your job of promoting these plans much harder. So, how do you get employees to move past these often irrational hurdles and consider electing what can be a financial win for both them and your company?