5 WAYS TO GET YOUR EMPLOYEES LOVING THEIR HEALTH INSURANCE PROGRAM ONCE AGAIN

The average cost of health insurance has risen tremendously over the past 10 years. The uptick in premium has caused many employers to pass some of the cost on to their employees out of necessity. Additionally, many of the benefits have been diminished as a way of mitigating the increased premiums. This domino effect has left many employees with a feeling that they are paying more to get less. They have become so dissatisfied with both the cost and benefits of their health insurance program that in some cases it is no longer viewed as a true incentive to work for a certain employer.

The value of employer sponsored benefits programs has come under fire. How can you get it back? Here are 5 simple ways to get your employees loving their health insurance program once again:

#1

Make the most of available tech tools!

Problem

Without the use of available technology employees face longer wait times when filing claims or enrolling in plans. Additionally, employees generally have less information at hand when needed often resulting in unexpected costs.

Advice

Technology has advanced tremendously in the past decade and the invention of smart phone applications and various online services have brought information literally to our fingertips. Almost every major carrier has created a smart phone app that is designed to aid employees when navigating their health insurance plans. These apps provide important contact info, network details, and wellness tracking. Often times, the avid use of these apps assist employees in making smarter decisions when visiting a provider ultimately saving the consumer real dollars. (i.e., finding a doctor that is in network vs. out of network) There are also many new services available that change the way employees can be seen by a provider. A few great examples are Teledoc and White Glove. Teledoc allows you to be seen by a physician over the phone or through video conference. If an employee is coming down with a cold or minor illness the physician is able to prescribe meds without having to physically see the patient in an office. White Glove brings the providers to you. Through White Glove, a nurse can visit the employee at home or place of business providing a less disruptive experience. Each of these programs creates a scenario of quicker diagnosis and treatment. This ultimately means less time out sick and more production from employees.

#2

Implement voluntary or worksite benefits!

Problem

Without worksite benefits employees are left scrambling to figure out how to pay the ever rising deductible and co-insurance portions of their plan.

Advice

A recent Google Consumer Survey showed that 62% of Americans have less than $1,000 in savings. This alarming statistic paints a clear picture of just how hard it is for many to come up with the funds to cover their deductible when faced with a medical event. Worksite or voluntary benefits can be a great way to offset some of the cost of medical bills. These policies come at very affordable monthly premiums and will pay out almost immediately in the event of various medical events such as the diagnosis of cancer, heart attack, or even a broken arm. Employees can file their claim with the carrier and have the funds deposited in their accounts in as little as 48 hours. It provides peace of mind throughout the year and an immediate benefit in a time of need.

#3

Develop a true communication strategy and timeline!

Problem

Without proper communication employees may not fully appreciate the benefits plan the company has put into action. Employees may even become resentful of the increased share in cost. Morale and productivity can suffer as a result.

Advice

According to Aflac’s 2015 Workforces Report, only 20 percent of employees surveyed said they had enough information to make educated decisions about their benefits. As healthcare costs rise for employees there is ultimately more at stake in their healthcare decisions. Effective benefits communication is more crucial than ever to help make sure those decisions are smart. Start by developing a thorough and informative employee booklet to be distributed to all employees. This should include all plan information, important contact info and helpful tips. Disseminating benchmarking information through corporate communication pieces can also be a nice tool to give the employees a bigger picture of the state of employee benefit programs in their segment. Furthermore, be sure to have all of your bases covered when bringing on new hires. Developing a checklist of items to give new hires can help. Each new hire should receive a readymade employee booklet upon hire. This will give them time to make a thoughtful decision when they become eligible for benefits. It also lets them know that the employee benefits program is valued a portion of their compensation package as an employee of the company. Lastly, be sure to diversify your communication channels. Different groups communicate differently, and to reach those groups, employers need to reach out through the mediums those groups are most likely to use. This may include videos, online newsletters and memos, social media, company intranet, blog posts etc.

#4

Education is key!

Problem

Without proper education employees may have claims issues or a general belief that the benefits are poor.

Advice

Teach employees how to get the most out of their benefits. Simple things like understanding the difference between the emergency room and an urgent care facility can make a huge difference in terms of how a claim is paid out. This type of education can translate to almost any portion of the benefits program including dental and vision etc. Previous points #1 and #3 certainly tie in here in a major way (use of tech tools and communication strategy respectively). A tactful use of the benefit plan is necessary to achieve optimum coverage and ultimately a happy employee.

#5

Share the cost the company incurs with the employees!

Problem

The employees have no idea how much the company is spending on their behalf for benefits and the value is lost.

Advice

Share the employer cost with the employees. Be open and honest. This approach isn’t meant to be an avenue to toot your own horn as an employer. Rather, it is a way to show the employees that they are valued. If the employee only sees a rising premium they tend to assume all cost is being passed on. They may have no idea that the employer is often times actually paying for a majority of the cost. Additionally, this strategy can be a great retention tool for employees who test the market with other employers. 

About the Author:

Bradford McKinney, a proud graduate of Texas A&M University, has been working in the insurance industry for nearly 10 years. He specializes in providing medical and non-medical insurance through employee benefit offerings as a broker or consultant to companies with 50-1000 employees. Brad can be reached at: 713-735-8212 or [email protected] 

About Higginbotham Insurance:

Founded in 1948, Higginbotham serves as a Single Source for insurance, risk management and financial services by providing access to commercial and personal property/casualty coverage, employee benefits, retirement plans, life insurance and executive compensation through broad market representation. We also deliver risk management and benefit plan administration solutions.

Higginbotham is comprised of offices and subsidiaries located across Texas—all offering the same Single Source solutions that differentiate Higginbotham. Each operates as a Higginbotham company and has complete insurance, risk management and financial service capabilities, strong footholds in their local markets and excellent reputations for personal service. Together, we form one of the largest independent insurance brokerage firms in the U.S. and the single largest in Texas.

Higginbotham ranked No. 31 on this year’s list of the 100 Largest Brokers of U.S. Business published by Business Insurance. Based on 2015 revenue, that makes us the largest Texas-based independent broker! See the list here: http://hubs.ly/H03MJ180

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