2016 is coming to a close, and we’re on the brink of ringing in a new year that will undoubtedly bring new complexities and challenges to employee benefits. In 2017, it will be more important than ever to stay informed of the latest trends and issues emerging from the benefits landscape, and though January hasn’t begun, it’s never too early to start. Here are three benefits trends to look for in the year ahead.
Months of planning go into the most important time of the year for us HR pros – annual enrollment. After all of the research, planning, negotiating, and preparation, one last hurdle remains before enrollment begins: Presenting the benefits strategy to the C-suite. The presentation is a big moment – a time to shine and highlight HR’s role at the table with senior leaders.
To help you nail it and get unanimous C-suite support, we recently held a webinar session about how to sell your benefits strategy to the C-suite, featuring two experts who shared techniques to ensure a successful meeting. If you missed the live session, don’t worry! The entire presentation is available now for on-demand viewing. Too busy prepping for AE for an hour webinar? Here are our experts’ five best tips and tricks:
Can you believe it’s already mid-July? ACA deadlines made the first half of 2016 fly by and before we know it, annual enrollment will make the second half fly even faster. As we mark the halfway point of the year, we wanted to take a look back on some of the predictions that we made late last year in our “7 Trends for 2016 in the Wild World of Benefits Administration” eBook. Have our predictions held true? Take a look!
We all know the saying of mother knows best. As a mom of two, I can verify this is true...(I wish!). I certainly don’t have all the answers, but there’s something to be said for a mother’s intuition – it seems like moms always know what to do. This past weekend many of our team members were lucky enough to celebrate Mother’s Day with their moms and hear some of their best, tried and true words of wisdom. Back in the office we were reflecting on our moms’ advice and I realized it’s not only sage guidance for life, but for the world of benefits administration too.
Remember the mobile flip phones that were popular in the early 2000s? Writing a text message on them was such a chore – you typically had to click each key multiple times to get the letters you wanted. Since then, cell phones have been redesigned to not only be smarter, but also more innate to use. The sleek touchscreen keyboards and voice to text functions on today’s cell phones allow us to efficiently communicate in ways flip phones of the past never could.
Breaking up is hard to do. It’s easy to get comfortable and accept the status quo in a relationship, but as the old saying goes, you should never settle for less than you deserve. This advice doesn’t just apply to romantic relationships, though – it’s an important adage to remember when thinking about your benefits partner relationships.
In past blog posts, we’ve talked about how to issue an effective Request for Proposal (RFP) and find the perfect vendor partner for your company. But there’s typically a step that comes before all of that – the break-up.
The right vendor partner can be an incredible advantage in the world of benefits administration. However, finding the perfect match is not easy and getting started is challenging, to say the least.
Recently, we partnered with Employee Benefits News and RFP365 to share our expert insight on how to master the RFP process and find the right benefits administration partner for you and your organization. If you weren’t able to join, have no fear. Here are a few of our top tips on how to successfully navigate the complex journey of issuing an RFP and finding a new vendor partner.
It’s safe to say most people want their lives to be easier. The “easy way” can be enormously beneficial – it’s hard to remember life before GPS when maps were the only navigational tool – however, it isn’t always the best approach. My favorite example of the “easy way” gone wrong is when building a piece of furniture. Most people’s instinct is to ignore the 30-page instruction manual and start putting nuts and bolts wherever they seem to fit.
Over the past few years, an increasing number of companies have been turning to outsourcing partners for benefits administration and compliance management. Why? Companies today want — and need — the more specialized expertise that those vendors have, particularly when it comes to complying with the Affordable Care Act (ACA) and other workplace regulations.
That’s the one of the top-level findings in a trends report, Corporate Benefits Departments: Staffing and Operations, released last month by the nonprofit International Foundation of Employee Benefit Plans (IFEBP).
Without a doubt, 2015 was chock-full of milestones for the world of benefits administration (new technologies, new legislation, etc.). There were so many changes in 2015 that HR professionals might feel as if they’re doing business in the Wild West. It can sometimes seem like the industry is becoming a world full of unexplored boundaries, new territory to be claimed and new rules to live by.
The bad news for those who aren’t on-board with 2015’s changes?