As a team of benefits strategists, we work hard every day to make sure we’re exceeding client expectations and providing the most innovative and value-generating plan designs and advisory services.
In celebration of Halloween, our team has come up with our own list of the 13 Scariest Things about Employee Benefits. Here’s a quick rundown:
High-quality talent that’s hiding out of your reach.
Ever been haunted by the memory of a great candidate who got away? Make sure your compensation strategy is keeping up with the latest trends and attracting the best candidates in your industry.
A shockingly large medical or pharmacy claim.
More than your organization can handle, it’s too terrifying to even think about. Make sure you have access to insights that can help reduce the likelihood of a catastrophic medical event weighing down your organization.
Employee benefits data that’s not being analyzed.
Eerie but true: Many organizations don’t use analytics when devising and managing their benefits strategies. Employers who strategically use data analytics have higher employee engagement than those who do not.
Total rewards lurking in the darkness.
If they can’t see the full picture, they can’t appreciate the amazing benefits you’re offering. Perceived value of benefits greatly increases if employees receive total reward statements, demonstrating the full value of their benefits plus compensation.
A PBM contract that’s a mystery.
MACs, rebates and pass-throughs, oh my! Analyzing the terms and conditions of your pharmacy benefits contract can result in cost savings opportunities turned into revenue for your organization.
Employees who don’t understand or value their benefits package.
Fear of the unknown can be frightening. Effective benefits communication and education to your employees is key to helping them fully utilize the medical benefits you are offering.
The employee who ghosted you.
Out the door, never to be seen again. Make sure your employee engagement, culture and benefit offerings are competitive enough to keep your employees from quietly walking away.
Pricey compliance violations creeping up on you.
If left unchecked, compliance issues leading to fines and penalties could be in your future. Make sure you have a way to regularly monitor legislative and regulatory updates.
Employees in a fog during open enrollment.
So many choices and too many decisions. Open enrollment can be a hair-raising experience for many employees. Make sure your communications cut through the clutter and are presented in a variety of formats to promote greater understanding and participation.
Alarmingly low participation in wellness programs.
Lack of interest could mean your wellness program needs a makeover. For greater engagement, revamp your plan design to address the demographic makeup of your employees and the culture of your organization.
Tricky benefits that are difficult for employees to use.
How can they use their HSA if they don’t understand it? Make sure you provide internal educational programs to teach employees how to utilize the more complicated benefits being offered to them.
A great benefit idea that died.
It was on your priority list but got buried due to competing priorities. Dig out that old to-do list and determine if an outside firm could help you check off a few important items.
Opening the door to change.
Benefit trends evolve, and for employers to remain competitive for top talent, they must open themselves up to disrupting the status quo and adopting innovative ideas – even if it’s uncomfortable. What comes next may not be so scary after all.
Any of these scenarios keeping you up at night?
We’d be happy to help. Contact us at email@example.com.