Resource Center

When trying to help clients understand different supplemental health options, sometimes it’s best to go back to basics. If you are able to point to individual examples, you can show the specifics of how different types of plans help their employees remove any gaps in coverage. This approach also helps you demonstrate that all plans are not created equal and which choices are best for their organization and employees.

Download this infographic now for a simple way to show clients a direct comparison of two people with the same medical conditions and different supplemental health coverage. You will help clients to understand:

• How various plans cover medical expenses differently 
• Why expense reimbursed insurance plans can help both clients and employees
• Ways to leverage their new knowledge to protect their bottom line 

Sorting through the wide variety of supplemental health options can be confusing and overwhelming. Help your clients cut through the clutter with this tool so their benefits options will best serve their employees.

With recent social distancing policies, workforces are struggling to get in-person care for their chronic back and joint pain; meanwhile social isolation is compounding the mental health issues that come with chronic pain. Depression and chronic musculoskeletal (MSK) pain are deeply connected and can create a troubling cycle. They are also more common than you think, come with high costs, and are a top 5 reason for absenteeism and presenteeism. Many employers are exploring holistic interventions to help employees break the cycle of emotional and physical pain, and as a way to keep healthcare costs lower and help their organizations overall.

Download this white paper now for key insights on the challenges depression tied with pain can cause and how brokers and employers can help solve them. Key topics discussed include:

• Loss of productivity due to depression or impairment
• An increase in job errors and workplace conflict
• Higher healthcare costs from treatment and disability claims
• 3 steps employers can take to tackle pain and depression

PLUS – learn how one company is addressing high MSK spend while giving their members access to at-home digital care for behavioral health and chronic pain and the promising results they had.

From celebrities and media, to close friends and family, there is a noted uptick in mental health conversations around the world. However, one clear exception continues to be in the workforce, where concerns about the stigma and the negative impact it may have on careers continues to dominate. Because of this your clients likely need help fostering an environment that is supportive of mental health discussions in their workplace.

Download this conversation guide now to use as a tool with clients and help them embrace productive and successful mental health discussions with employees. Topics covered include:

• What needs to happen with body language
• Why confidentiality is key
• Specific tips on what needs to be conveyed during the conversation
• How to follow-up on these types of discussions well

There is no health without mental health, so your clients need your assistance to ensure mental wellness is valued from the top and visibly endorsed by their CEO and all managers. Give your clients the helping hand they need to make sure their employees stay satisfied and productive.

It’s a new tactic getting more buzz in the industry, but your clients need to know what human capital management (HCM) is and how to make it work for them. It’s easy to see how large companies with more resources can leverage HCM platforms, but there are also options for small- and medium-sized clients that will help them compete. They just need you to walk them through solution options that may work for their needs.

Download this eBook tool now that you can give to your clients to help them understand how they can use HCM platforms in their organization to streamline complex processes and promote efficiencies. This includes:

• Ways to leverage specialists on common issues
• How to stay current on changing regulations
• Tactics for better managing people and their benefits
• Methods to tackle other top benefits challenges head-on

PLUS - When you download you’ll be contacted about receiving access to a customizable version of the eBook that is specifically branded for your organization and shareable with your clients!

Take steps now to show your clients why you are a trusted and valued partner and help them utilize HCM to lighten their HR load.

New benefit trends are emerging quickly, and one thing is clear: the one-size-fits-all approach isn’t enough for employers to keep high-caliber talent on staff. Tailored benefits offer a win-win approach, with many addressing troublesome coverage gaps. The most important way to move forward is knowing how to effectively tailor benefits to give your clients and their employees the greatest advantage.

Download this eBook now to learn about the best ways to tailor benefits – which is the #1 hot benefit trend for 2020. You’ll get insights on three other key industry trends and how to help your clients address them, including:

• Top ways to tackle mental health challenges
• Designing a successful wellness program to be about well-being and self-care
• The rise in fertility treatment benefits

Start the decade strong – coach your clients to address these trends and boost their recruitment and retention strategies.

When employees suffer from chronic musculoskeletal pain, surgeries and pain medication are often overutilized, causing medical claims costs to rise. When an employer can offer alternative options that don’t include unnecessary surgeries or procedures, it can make a real difference, both in terms of the care employees receive and the organization’s bottom line. 

Download this case study now to understand how employers can reduce medical spending and help their employees reduce chronic pain with a digital care program. Life changing outcomes may include reductions in:

• Lost work days by employees
• Physical pain, anxiety & depression
• Medical claims that negatively impact employers’ bottom line and employees’ out-of-pocket expenses

See how Vail Resorts, a premier mountain resort company, tackled pain, mental health, and productivity in their workforce. 

Many of your clients look to High Deductible Health Plans paired with HSAs to control costs and address the coverage gaps that type of setup creates. This strategy helps to offset the immediate problem of rising premium costs. However, when your clients and their employees come face-to-face with other consequences, it can cause trouble.

Download this infographic for a better understanding of how this cost-saving strategy can cause unintended ripple effects. You will also learn how to overcome some of these issues and be able to show clients data about:

• How the strategy may drive employees to look for jobs elsewhere
• How much it costs when clients continually lose talent
• Ways to implement other solutions that can help 

If your clients have plans that include an HDHP paired with an HSA, you must be proactive now before frustrations start to rise. Offer additional solutions now to help strengthen client relationships!

Even though the vast majority of the American workforce gets paid by the hour, very little new tech is built specifically for their needs. With today’s tight labor market, it’s more important than ever before for your organization to understand the needs and concerns of hourly workers. To do this effectively, you must know how they feel and what’s important to them so you can ensure your benefits, HR programs and assistance have the most impact.

Download this report now for a holistic look at the lives of hourly workers as well as deep insights on what they value in their financial, professional, and personal lives. You will learn:

• How they feel about job prospects and a potential promotion
• The amount most have in savings and their major financial concerns
• Their brand and lifestyle preferences and what that says about their daily spending 

By understanding what your employees find important in all aspects of life, you can make sure you give them what they need from work. Take steps now to understand how you can encourage productivity and loyalty.

If you ask most employees, their definition of "financial wellness" may differ greatly from how their employers approach these types of programs. While many workers, especially hourly employees, do think about retirement, their biggest concerns are typically related to day-to-day expenses. These include the essentials and unexpected costs that arise from a health emergency or other unforeseen incidents. By understanding what your employees really need when it comes to financial wellness, you can reduce turnover and ensure job satisfaction and productivity.

Watch this on-demand webinar now to get insights on why financial wellness is important to both employers and employees, as well as how to overcome gaps that emerge in many programs. You will learn how to make employees happier and more engaged after getting an overview of:

• What most programs offer today and where they miss the mark
• How competitive labor markets may impact your organization
• Ideas and tools to consider as you craft a financial wellness program

By designing a financial wellness program that helps workers where they really need it, you will ease their concerns, keeping them focused on their jobs. Additionally, smart programs can help both you and your employees improve your financial situations.

With the incredibly tight talent market impacting all industries, companies continue to look for ways to keep key employees close and health care costs down. To keep top talent from looking for greener pastures elsewhere, employers must help them navigate common twists and turns in the game of life. This includes health and life stage changes which can be expensive – reducing productivity and lowering job/benefits satisfaction. 

Download this infographic now to see a direct comparison between employees with standard medical plans and those with a unique type of supplemental health insurance. Find out how life can be drastically different when:

• A certain medication isn’t covered, 
• An entire family comes down with the flu,
• A family member has changes to their vision,
• Or other major health/life events occur.

Get the facts about different coverages so your clients can make a better choice for their employees. Use this infographic to help employees win in the game of life.

During the busy benefits season, your focus is split between quotes, renewals, and helping your clients enroll employees in next year’s plans. What would really help you during this intense period is a way to make life simpler.

Download this playbook now for 4 key tactics you can use to strategize with new and existing clients to make the new plan year a success. These plays include how to:

• Address pressing client needs
• Boost recruitment, retention and employee satisfaction without breaking the budget
• Help clients reap the financial benefits
• Help maximize utilization to influence program value

Act now and get these tips to help you not just survive your busy season, but thrive in it. These plays will help you score a touchdown for each and every client.

When clients come to you with problems, how do you handle them? In today’s competitive industry landscape, defining yourself can be as important as defining what your clients need in their benefits packages. When you pinpoint your strengths and understand how you approach clients, you can better help them solve their biggest business problems. 

Take this quiz to determine which of the five basic consulting types best suits you and discover fresh ideas that will help you introduce new benefits solutions to your clients. Find out if you are naturally:

• The Fixer
• The Strategist 
• The Trend-Setter 
• The Financial Whiz or
• The Defender 

Bonus: You will also receive a follow-up PDF explaining all broker types so you can understand the approaches your competition may be taking!

As your clients struggle to control rising primary healthcare plan costs, many shift more of the cost burden to employees. However, with the historically low unemployment and shortage of skills in the open market, there is now a war for talent who can be choosy with what benefits they want. You need to provide clients with a solution to this and other key problems, and help them protect both their talent and their bottom line.

Download this guide now for insights on three common business problems and how you and your clients can solve them through carve-out coverage. These problems include:

• Changes to primary health plans
• Combating retention and turnover costs
• Managing a compensation budget

If your clients feel stuck in the middle as they weigh benefits costs against keeping talent, you can provide them with alternate solutions.