Starsky and Hutch, Wayne and Garth, Woody and Buzz – famous pairings where each party brings meaningful strengths to the relationship. An emerging trend that’s beginning to manifest in the employee benefits space is the uniting of insurance benefit consultants and retirement plan specialist advisors to create all-inclusive solutions.
A volatile economy, high inflation, and a tough hiring environment are driving the need to create the most appealing, budget-friendly and competitive benefits package possible – and not just medical, dental and retirement benefits. Meaningful supplemental health benefits can be cost-effective differentiators to give employers an edge.
September is Life Insurance Awareness Month. What are you doing to ensure employees have an appropriate amount of life insurance for their unique circumstances?
How many employees see the “open enrollment starts next week” headline on the company intranet site and panic? Probably a lot. Employers can counter that reaction by getting employees prepared for enrollment in advance with communications and helpful online tools available throughout the year.
There’s no perfect solution, but one tactic is to promote wellness resources related to non-financial issues. Building confidence in these areas may lead to employees tackling more complex matters. Examples include assistance with things like legal issues, identity theft protection and general well-being.
Providing essential benefits to support families has always been important, but today’s tight labor market has elevated them to a vital differentiating factor for attracting and retaining talent.
The days of medical insurance, two weeks' vacation and a 401(k) being a competitive benefits package are long gone. Today’s employees demand a variety of options to support life balance, and mental health benefits are becoming an essential component.
Innovative digital decision-making tools can help reduce confusion and support good decisions. Learn about the benefits of these powerful resources for employees and employers.
Today’s increased access to data and analytics tools means benefits managers have extensive amounts of valuable information they can use to improve benefits enrollment and drive participation.