Are you benefits wise?

We make the benefits process easy to understand and breeze to use — for everyone — and make investing in the health and wellness of the workforce unquestionably uncomplicated and undeniably valuable — for everyone!

Employee Benefits Issues in Mergers & Acquisitions

Written by Allison Loehman | February 12, 2019

As of September 2018, merger and acquisition deals involving American companies reported a value of $1.3 trillion and represented 40% of all global M&A activity — putting 2018 on pace to break records for corporate consolidation.

Mammoth agreements like Cigna Group’s acquisition of Express Scripts Holding Co. and Keurig Green Mountain Inc’s merge with Dr Pepper Snapple Group are just two examples of the wave of M&A touching companies and industries of all shapes and sizes.

But once the ink dries on the M&A agreement, resource-strapped HR departments often find themselves faced with an overwhelming task. They must unite new and existing employees around a common benefit offering that will likely represent change for all. This requires HR professionals to carefully analyze needs, build the right benefits package and have an infrastructure to support roll-out and employee education.

For many human resources professionals, an M&A project may present itself only once or twice during an entire career. However, these events are routine in our world, and we are here to help.

Join us for a one-hour webinar on Tuesday, February 19th at 1:00 pm central for a deep-dive into common employee benefits issues raised in mergers and acquisitions.


Topics: Webinar

How To Evaluate Your Benefits Administration Outsourcing Vendor After Open Enrollment

Written by Allison Loehman | January 13, 2019

If you've followed along with us for the last few weeks, you know that we've been focusing on providing helpful content to guide your post-open enrollment analysis efforts.

Today we wrap-up our series with a list of questions you can use to evaluate your benefits administration outsourcing vendor's performance after open enrollment.

The questions are broken down into four main topics:

1) Did your vendor meet their service level agreements?

2) What are the areas for improvement?

3) What were the key accomplishments?

4) What's next? Is your vendor prepared to take you further in 2019?

These key questions are the starting point for the oftentimes difficult, and always meaningful task of evaluating your benefits administration outsourcing vendor after open enrollment has ended.

Keep reading to get the full list of questions!


Three Conversations You Need To Have With Your Broker After Open Enrollment

Written by Allison Loehman | January 4, 2019

This week, we deliver the third part of our series designed to help you create and execute a powerful post-open enrollment analysis strategy.

In case you need to catch up: 

Part 1 covered the top five post open enrollment survey questions to ask your employees.

Part 2 showed you how to survey your key internal stakeholders around the topics of planning, execution, results, and communication to obtain a retrospective evaluation of open enrollment. 

Today we will explain the three most important conversations you need to have with your broker after open enrollment. As you work to achieve better enrollment numbers, your broker can be a valuable resource, helping you define more effective benefit packages and ensuring your employees take advantage of coverage in a holistic way.


11 Simple Survey Questions to Ask Internal Stakeholders After Open Enrollment

Written by Allison Loehman | December 21, 2018

This week, we continue on in our series designed to help you create a powerful open enrollment post-mortem strategy.

We've broken this topic into individual articles in order to help you prioritize the different groups you'll need to talk with after open enrollment comes to a close. As a reminder, those groups are:

1) Employees
2) Internal Stakeholders
3) Your benefits broker
4) Your technology partner

Last week, we provided you the top five post open enrollment survey questions to ask your employees as well as a list of actionable next steps, ideas for future follow up, and ways to analyze the data.

But now it's time to survey your key internal stakeholders with a different set of questions that evaluate the open enrollment period retrospectively. To get the data you need, we recommend asking questions around these four topics: Planning, Execution, Results, and Communication.


Topics: For Employers

5 Post Open Enrollment Survey Questions To Ask Your Employees For Actionable Next Steps

Written by Allison Loehman | December 9, 2018

Congratulations, Benefits Professionals — you've accomplished another year's open enrollment! Whether you survived — or thrived — you have an opportunity to lead your organization's benefit evaluation.

It's time to charge full speed ahead with your open enrollment post-mortem strategy. By analyzing what went right, and what could be improved, you can help ensure an easier, more effective process for next year. Th helps you take actionable steps to collect, analyze and act upon data from four key groups:

1) Employees
2) Internal stakeholders
3) Your benefits broker
4) Your technology partner

With data from these four groups, you're on your way to all the information you'll need to improve your benefits strategy for next year.

But let's take this seemingly monstrous task and break it down into manageable chunks. Rather than looking at every group, let's start by focusing on the first, and most important, group you need to survey.


How to Strengthen the Employee Benefits Experience to Differentiate Your Company in a Competitive Labor Market [Part 4]

Written by Allison Loehman | November 21, 2018

If you've been following along with our four-part series, you are well on your way to crafting a strategy that aims to strengthen the employee benefits experience — all with the intention of helping your company attract and retain the right employees in today's competitive labor market.

With a solid strategy developed, and S.M.A.R.T goals determined, and the right benefit enrollment system selected for your requirements, you may be tempted to remove your foot from the gas and start working on other projects. Perhaps you are hoping that the upcoming open enrollment experience delivers the results you've planned for. However, hope is not a strategy! And easing up now can be the difference between providing a "good" benefits experience or an "exceptional" benefits experience for your employees. 

That's why in Part Four, we'll wrap up our series with some suggestions around strategy execution, and position a new normal: year-round benefits communication.


How to Strengthen the Employee Benefits Experience to Differentiate Your Company in a Competitive Labor Market [Part 3]

Written by Allison Loehman | November 16, 2018

We've reached the halfway point of our four-part series in which we break down the top ways HR teams can strengthen the employee benefits experience to differentiate their business in today's competitive labor market. 

Part Three is by far our favorite topic to provide counsel on - how to take advantage of modern benefits administration software to deliver a better benefits experience for your employees.  Leading benefits administration platforms are designed to enhance the employee experience and eliminate paper processes while helping employers highlight available offerings and drive engagement.

However, as with any software, there are a lot of options out there, so it's crucial to define the key capabilities your organization will evaluate when comparing providers. We'll walk you through how to identify these, in the section below. 


How to Strengthen the Employee Benefits Experience to Differentiate Your Company in a Competitive Labor Market [Part 2]

Written by Allison Loehman | November 9, 2018

Welcome back to our four-part series designed to help you strengthen your benefits experience so you can differentiate your business in today's competitive labor market.

In Part Two, this blog will discuss why goal setting is important and provide examples of key goals you may want to track.

Last week, in Part One, we examined how you could update your benefits strategy by reviewing your existing benefits mix, digging into your current participation data, and examining your past communication plan. If you missed Part One, go back and read it here.

Now, armed with these insights and key pieces of data, you are ready for Part Two: Define Your Goals.


How to Strengthen the Employee Benefits Experience to Differentiate Your Company in a Competitive Labor Market [Part 1]

Written by Allison Loehman | November 2, 2018

Creating a premium benefits experience is one way companies today can differentiate themselves in a competitive labor market. But too often, benefits selection is treated as an annual event instead of an ongoing and evolving journey.

However, with clear goal-setting, tools designed to meet the needs of modern workers, and a solid strategy for open enrollment communication, you can increase employee satisfaction and loyalty while strengthening your company’s appeal to new candidates. In a tight labor market, that’s exactly the kind of competitive positioning employers need.

With that in mind, join us for part one of a four-part series designed to help you strengthen your benefits experience so you can differentiate your business in today's competitive labor market.


Expert Tips for HR Technology Vendor Relationship Management

Written by Allison Loehman | October 14, 2018

Benefits administration outsourcing has been on the rise for years, and those who outsource benefits administration are also outsourcing other complex HR functions at a similarly rapid pace. For example, among those organizations who outsource, the average number of vendors used ranged from a low of two (for companies with under one hundred employees), to a high of five (for those with more than 1000 employees). The increase in number of vendors used is a telltale sign that employers are looking for a “best-of-breed” technology strategy - one service from different vendors - versus the all-in-one model.