Our value proposition is to align benefits to productivity for an effective return on investment.
Too often, quality service, listening, responding to queries are tooted as a service promise or the “difference” on why a customer would work with a particular organization. These are not value differentiators, but table stakes.
Listening, responding, seeking to understand are the bare bones aspects of the job. They’re NOT what make one different from the other. This is the minimum clients should expect when working with a benefit advisor.
Put another way, when an employee is hired for a position, at a minimum, the business expects the employee to show up and do the job as outlined on the date of hire.
Minimum table stakes
· Analyze the program regularly in accordance with what works best for the organization and the people intended to “benefit”.
· Information sessions for effective administration and employee understanding.
· Understand that there is a LOT of moving parts in a benefit plan and applying “Just in Time” tactics is key to engagement and plan success.
· Answer questions and concerns as they come up.
· Partner with benefit underwriters and providers to ensure the client is served in their best interest—always.
· Send out regular reminders on industry news, updates, plan administration, so the benefit plan doesn’t turn into a burden rather than an employment enhancement.
· Assist the human resources team on communication efforts to promote the various aspects of the benefit plan and encourage employees to update their personal information as required.
· Be the liaison between the company and the insurer as required to ensure the program runs smoothly.
· Always ensure the program is competitive, fair and continuing to align with staff demographics. Businesses change, so too will the benefit plan.
Do better
· Recognize that this is one more “duty” for the plan administration team. Align with professionals who can help when questions of payroll, tax and other issues, outside the benefit purview arise.
· Be guided for additions and changes to the plan design, classification of employees, etc. to guard against discrimination and potential liability.
· Help companies provide “best in class” benefit plans and how to leverage this conversation for not just the attraction of talent, but the retention of key personnel.
· Support and foster customer ambitions for growth opportunity by promoting them within the circle of influence by understand who their best client would be.
A sustainable benefit plan
A sustainable plan is one that recognizes the benefit plan design to coordinate with the ultimate goals of the organization is a plan that will be priced to suit, perform as it was intended to perform to serve those intended as the beneficiary of the coverage.
Questions or concerns? We love conversation. Give us a call.
Note: this was written without the aid of Artificial Intelligence (AI)
Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and employment, taxation, legal vary accordingly. Please seek legal, accounting and human resources counsel from qualified professionals to make certain your legal/accounting/compliance interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.
