Benefits Think

Brokers fall short with their clients when they fail to help workers make the most of their benefits, says Mike Hanner.

A people-centric approach isn’t just good for employees – it’s good for business, says Maxwell Health’s Veer Gidwaney.

Few programs can provide hard data or credible testimonials showing that they solidly improve health outcomes for employees or cost for benefit plan sponsors.

Conditions such as hypertension, type 2 diabetes and high cholesterol cost employers millions of dollars each year in terms of insurance claims, absenteeism, and reduced productivity.

Despite early successes, many large employers still reluctant to move employees to an online benefits market.

It’s important to realize that technology is only a piece of this employee engagement method.

Why advisers and employers should create plans that address several factors that impact employee health, says Veer Gidwaney.

A lack of consistency in 401(k) employer matches and high fees are just two reasons academic Teresa Ghilarducci says it’s time for a new national retirement system.

Six thoughts about the supplemental benefit sales process for brokers to keep in mind, including the value of partnerships and the importance of knowing that revenue and commission percentages are not the same thing.

To achieve the benefits of well-being initiatives, including health improvement, talent acquisition, employee performance and retention, company culture must fully support them.