The Broker Innovation Lab celebrates brokers and other benefits stakeholders who have embraced the changing marketplace to position themselves and their business for future success.
As employers and employees lean more on brokers and consultants to be their trusted advisors during a crisis, it is crucial to understand how data can be used to prepare for the next disaster.
Some of the ladies who have inspired me during this year have been Deborah, Nancy and Lisa. They have each pivoted, as needed, and become and supported colleagues and clients, when called upon. Check out what they have been up to!
This article discusses how people neglecting maintenance care due to the pandemic will impact employers, and examines the impact that adopting digital health solutions can have on managing and improving health outcomes.
Brokers and benefit advisers must be aware of digital health trends, so they can help employer groups design a digital health ecosystem appropriate for COVID-19 and beyond.
The intersection of the pandemic and presidential election has (and will) significantly change health care coverage and how medical benefits will be purchased in the near-term.
By leveraging data, not just to describe an outcome but to take automated actions, brokers can remain competitive and offer a more personalized approach to benefits plans development.
When you consider quality in health care, it’s easy to be influenced by shiny objects like marketing, advertising and the familiarity of brand names. Umm, sounds a lot like shopping for anything else, right?
As first quarter comes to a close, I’m feeling encouraged. It seems like shifts that needed to happen have been made and women like Amy, Laura and Keri continue to be inspirational beacons.
Though 2020 did present considerable challenges, it managed to provide some lessons on how to better engage employees during future open enrollment periods.
We are seeing the employee benefits industry adapting rapidly to meet these demands by providing a greater emphasis on integrated leave management, flexible benefits and digital customer experience.
Brokers and employers must take note of the following trends and expectations to ensure they are prepared to meet an emerging demand for better vision solutions and benefits from their employees – whether the work continues from home or back in the office.
Employees are searching for a lifeline, someone to talk to and a plan to get back on track – and employers are in a position to help them by offering benefits that answer their call for help.
In this increasingly costly health care environment and highly competitive workplace, how can benefits advisors and employers in the small to midsize business arena affordably provide optimal health care benefits that retain, as well as recruit and reward, key employees?
Big Pharma is one industry that took the opportunity to give themselves a raise amidst the pandemic, during a time when many families couldn’t even afford to put a roof over their head.
Doug Hetherington has done what many of us have said was impossible. He has created a collaborative approach to providing group health benefits that brings together employers, employees, and health care providers.
The new normal for brokers is assisting their clients with benefits that work in our changing world. One priority is helping health care professionals ensure their income protecting disability insurance policies are up to date.
Health care remains one of the biggest line items in every organization’s budget, and it falls to benefits brokers to help their clients figure out how to manage costs in this critical area.
I’m ready to turn the page and look towards 2021 all bright eyed and bushy tailed and excited for new things to come. Let me introduce you to Cansada, Jenna and Emily!
I have talked with many mavericks over the last few months. In a series of four vignettes, I am happy to share some key insights and a look into the philosophies and paradigms that make someone a maverick of health care.
In times like these, it’s imperative that employers and benefits advisors ask themselves, how can we create a digital enrollment experience that is efficient and cost effective and will help ensure employees understand the benefits offering?
This month, I get to introduce you to Laura and Cortney. These women reflect not only on the positives that have come out of this year, but how they are developing their passions to drive them forward into 2021.
Remaining competitive and increasing revenue is more challenging than ever for brokers and consultants, but expanding individual coverage offerings is one area of opportunity to meet demanding needs.
Change is happening. This is both a good and welcomed shift that has raised an interesting question for boards and executives: Should we tie bonuses to diversity and inclusion goals?
This month, I get to introduce you to two more women who have taken growth to heart and are looking for the best ways to be successful. Gretta and Lindsay have both taken their practices to the next level by looking not only inside, but to the outside, as well!
There are a variety of ways in which benefits advisors can work with employers to enhance their offerings, including access to a variety of services that help foster emotional well-being and provide value to employees from day one.
Sean Schantzen predicts what the future may hold for the insurance industry and the tools and techniques needed to meet those changes.
Listen to part one: What top advisors are doing today - with Sean S
If you have been looking for new ways to stay competitive during renewal and open enrollment season, check out the following overview of the top three strategies to improve group retention.
Here are four approaches to connecting with HR leaders during this pandemic that can help inspire you, as you think differently about how to best nurture relationships with your clients.
I’m really excited to introduces you to these fine women this month who are keeping it real in the world of COVID, home schooling and just being rockstars in our industry. Please welcome Sarah, Robin and Sarah to the fold!
We should celebrate the ADA and the societal changes it has brought. From expanded employment opportunities for disabled individuals to increased accessibility, including the widespread installation of gently sloping ramps that benefit people of all ages as well as the differently abled.
If you are looking to be inspired by more women in our industry, please meet Bobbie and Diedre. Both women are breaking down barriers for women in our industry with personal impact and mentorship.
The following are some approaches to consider for current times and any future crises that could impact the industry or individual workers in the future.
How will you help your clients engage employees when it comes to informing them about their annual benefit options? Without in-person meetings, what’s the next best thing to being there?
To learn more about how COVID-19 will influence employers’ plans for their benefits, LIMRA surveyed over 1,000 U.S. employers that offer benefits in late May 2020.
Happy Birthday, WTGNL fans! Can’t believe we have been in circulation for four years now? Please welcome Rachel, Kristina and Danielle to our tribe and check out the amazing things they are doing for our industry.
However, HR leaders can find themselves caught between a rock and a hard place – attempting to reduce benefits costs without leaving employees vulnerable. Benefits consultants and advisors are in a unique position to help their clients make this decision
As states have started to re-open, many industries are assessing the damage that has been done and are even analyzing ways their industry might be changed forever.
This month, I get to introduce you to a couple of ladies who are working to make things a little more innovative during this crazy time. Have fun checking out what Amanda and Kathy are doing right now to better our industry!
Your self-funded employer clients may have more options than they think to continue serving members' health care needs, even with the uncertainty and unparalleled strain the pandemic is placing on their business and the work their members do.
With the proliferation of scams in the midst of the coronavirus pandemic, how do caregivers stay on top of that and everything else? Among the clients you work with, chances are many of their employees who are caring for others are facing these challenges more than ever.
Steve Purkapile, Terry Reams and Mark Guajardo
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April 27, 2020
As the COVID-19 pandemic continues to spread through the U.S., employers must be as mindful of the state of their self-funded health plan as they are the health of their employees. Here are key steps to ensure the plan’s financial viability during this crisis.
One of the things that has kept me going during quarantine is connecting with the incredible women from our industry who are still able to share some great ideas with me about what they are most proud of in the last 12 months.
Is a $0 visit fee telehealth service considered significant care? Regulators have not answered this question, although millions of Americans have access to telehealth and HDHP plans.
In the past few weeks, key industries for voluntary benefits such as restaurants, hotels, public schools, and other service sectors have shuttered for an indeterminate period of time. And unfortunately, voluntary benefits are disproportionately skewed towards these hourly workers and sectors.
Hospital charges are difficult to determine, are often greatly inflated, and vary from one hospital to the next. An independent report by the RAND Corporation sheds light on the issue.
There have been dramatic shifts in family-building benefits that place brokers in a prime position to deliver custom packages to their most influential client base.
For third party administrators (TPAs) and benefits brokers, understanding where the gaps exist and providing solutions to address them is key to client satisfaction and business growth.
Understanding the needs of your client, regardless of their age, is the first step toward starting a conversation about the benefits of income protection.
Building on the growth and diversification of product offerings over the past ten years, the voluntary benefit industry is poised for expansion and increased adoption over the next decade, as talent attraction and retention continue to a top priority for employers.
This month, I’d like to introduce you to Barbara, Sarah and Haley. These three women took 2019 on in full force and are excited about what’s in store for them in 2020!
Similar to the idea of cord-cutting cable television services, millennials are increasingly ditching traditional primary care models and opting for health savings accounts or HSAs.
As companies strive to be recognized as employers of choice, enhancing corporate benefits is now a critical piece of a company’s stake in the talent acquisition and retention game.
This past year, I was lucky enough to talk to hundreds of benefits consultants about the latest trends in benefits communication. Here are five suggestions…
I’m truly thankful for the opportunity to meet so many incredible women in our industry each month and thankful for those of you who continue to take the time to make introductions.
Across the U.S., CFOs, HR Directors, and CEOs at companies of all sizes are grappling with what to do in the face of unsustainable health insurance program…
Brokers must work with clients to develop and execute a year-round benefits communications plan – educating employees on how they can make more informed choices when it comes to not just choosing health plans, but using them wisely throughout the year.
For those of you looking to build long-term, consultative relationships with your clients and genuinely serve as trusted partners, here are some ways you can make it easier to incorporate voluntary benefits into existing plans
Fast-emerging competition, societal and lifestyle shifts, technological advances, and shifting business models are just some of the trends contributing to the enormous changes occurring in the workplace benefits landscape today.
I’m really excited to introduce you to three dynamic women who are full of treats and not tricks, though they do all have some incredible skills in the benefits world that they are willing to share with all of us.
This enrollment season, employers that offer family-building benefits have the most to gain as these benefits help attract talent, support employees, decrease health care costs, show the company’s values and enable a more productive work environment.
While the medical health care industry is transitioning from the broken fee-for-service model by incorporating capitated payments and responsible risk-assumption, pharmacy pricing structures still very much value volume.
The two ladies this month are on point to join our crew! Please welcome, Rachel and Stacia to the club as these ladies share about their new adventures!
Nancy Reardon, Chief Strategy & Product Officer, Maestro Health
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September 24, 2019
SPONSORED BY MAESTRO HEALTH. In an effort to do something about this paradigm shift and truly reclaim control of healthcare, many employers are turning to modern self-insurance models.
There are ways to address processing inefficiencies, and TPAs who do will find they can increase customer satisfaction levels while more accurately providing benefits.
Nancy Reardon, Chief Strategy & Product Officer, Maestro Health |
September 24, 2019
SPONSORED BY MAESTRO HEALTH. In an effort to do something about this paradigm shift and truly reclaim control of healthcare, many employers are turning to modern self-insurance models.
Three lessons health insurance incumbents can learn from the auto insurance industry to better meet customer expectations, boost sales, and ensure long-term competitiveness.
Ongoing shifts have motivated many expert advisors, thought leaders, and health care entrepreneurs to seek better ways to deliver health care to employees, with the goal of reducing costs for the employer and the employee while improving care delivery and outcomes.
Direct primary care physicians are able to achieve better access to medical care, better quality of care, and lower overall health care costs because they can offer their patients both immediate access and more time.
Given the positive impact that preventive care can have on oral and eye health, brokers and consultants should encourage employers to consider the following steps.
Why a 401(k) option is a valuable part of a competitive recruitment strategy for your clients, especially for groups trying to attract younger workers.
What exactly do millennials want from their benefits? And how do they go about deciding which benefits to choose? The results of a new study may surprise you.
Plan design is the answer; it is an upward climb, it is not an easy path, it requires an expert with experience, it is not going to be an instant fix, and the climb to the top may require training and muscle memory, but it is beautiful.
I was recently given the fantastic opportunity to participate in two outstanding panels and share center stage with some of our most decorated peers in…
I recently attended the Ascend Conference in Nashville and Q4Live in Tampa and was pleasantly surprised to find an enormous amount of collaboration and discussion among industry leaders who were freely giving away their special sauce.
Reference-based pricing plans can result in significant savings, but there are a few common concerns employers have when they first hear about self-insuring and reference-based pricing.
There are multiple strategies for employers to implement cost containment concepts in their self-funded plans. Here are a few of the approaches we've seen self-funding vendors use.
Critical illness insurance was born due to the soaring medical bills people found themselves shackled with after surviving a critical health event, such…
The goal of the group health provisions passed in the CAA legislation is to improve
transparency. The new legislation also aims to address deficiencies by outlining a plan sponsor’s responsibilities as a fiduciary across
four key areas.
In 2018, Edelman Financial Services merged with Financial Engines to create the nation’s largest independent financial planning and investment management firm.
For brokers, being educated about emerging trends like dual-option health plans and reference-based pricing, and being ready, able, and equipped to have open and honest conversations about all available models has never been more important.
In the workplace, there are eight ways that employers can facilitate happiness including increasing employee recognition, building a social support system, and focusing on personal growth.
Student loan optimization is shaping up to be one of the most in-demand employee benefits in the workplace, helping employers attract and retain top talent.
The bill is backed by the ARA, Nationwide Retirement Solutions, LPL Financial, State Street Global Advisors, the American Benefits Council and the ERISA Industry Committee (ERIC).
This week’s episode features a conversation with Surya Singh, CEO and Co-founder at gWell. Muskoskeletal claims are growing monster that gobbles up claims…
Due to the majority of the general workforce’s shift to remote work following the onset of the COVID-19 pandemic, the frequency of cyberattacks has dramatically increased by 600%.
Morningstar analyzed a nationally representative sample of Americans, connecting their demonstrated levels of bias with their assets and their overall financial health.
Pew Charitable Trusts study finds race, income, education and marital status all play a role in what employees choose to do with their retirement funds.
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