In our last blog we examined some of the common reasons employers opt not to offer ancillary coverage options to their employees. However, there are many advantages for employers who provide a comprehensive benefits package to employees. In this blog we’ll discuss how offering ancillary benefits can lead to healthier and more productive employees—benefitting the employer’s bottom line.
As an employee benefits broker, you do your best to advise clients and make recommendations in their best interest. However, we all know that clients don’t always heed that good advice, for one reason or another.
With health costs continuing to rise, many employers are tightening their budget—and that often means forgoing ancillary benefit offerings. However, offering more comprehensive benefits package can save employers dollars in other areas.
In this blog, we’ll look at the importance of offering ancillary benefits as an employer, and how brokers can integrate ancillary into their strategic benefit conversations.
Insurance brokers understand the need for a strong benefits package, but many employers today are falling short of employee demands. Our last blog looked at employee demand (and financial need) for ancillary benefits.
In this blog, we’ll discuss the significant disconnect that exists today in the ancillary benefits market—and how you can use those insights to increase insurance sales.
Finding—and retaining—top talent is a huge concern for employers. It can be tough to find those “superstar” employees, and once you do, you certainly don’t want to lose them. The compensation and benefits package a company offers is a serious consideration of most employees.
However, many employers are falling short in that area, particularly when it comes to ancillary benefits. This blog will look at the ancillary benefits market, and how it is falling short of employee needs and demands.
You just finished your busy renewal season, so the last thing you probably want to think about right now are benefits renewals. But it’s important that you do, to ensure you aren’t at risk for losing business to a competitor. Even when clients seem happy, competitors are great at finding ways to demonstrate their superiority. Check in on your process and see if you need a new approach to renewals, with the tips in this blog.
It’s no secret that benefits plan rates have increased at an alarming rate over the past several years, far surpassing inflation and both employer and employee budget increases. Between the Affordable Care Act and other changes in the market, rates have continued to be unpredictable—and many of your clients will face unpleasant increases once again this renewal season. What can you do as a broker to save your clients money at renewal?
While many brokers will simply explain to clients that all businesses are facing similar increases, brokers who want to differentiate and truly support clients are doing more to help clients manage rising costs. This blog examines three potential strategies to help you save clients money at renewal this year.
As a health insurance broker, a lot of your time is dedicated to the annual renewal. However, you also know that it’s important to add value to your clients’ business throughout the year, to build stronger relationships and boost retention. You don’t want your clients to think of you just once a year for their benefits; you want to be a valuable business resource they can turn to.
In our last blog, we talked about the changing insurance market and overall industry, and the need for brokers to adapt in order to deliver superior client service and build long-term relationships. One of the most important areas that brokers need to focus on thiis adaptation is during the annual renewal.
It’s no secret that the health insurance world is rapidly evolving, and has been for years. The explosion of technology has introduced many changes into the industry, for all parties involved in the process. Health care reform and other market changes have also added disruption and change, not to mention continually rising health care costs that brokers and employers must contend with.