What’s lacking in most benefit packages is not access to tech-enabled solutions, but to the right tech-enabled solutions. Employees are more likely to regularly engage and access systems if we invest in programs that prioritize a positive user experience. —Steven Lee, co-founder, president and COO, ianacare
No matter the exact approach, having the C-suite involved in benefits package design and evaluation conveys that the plan is not just a transactional component of company operations. Taking time to craft the package with attention to detail and input from all functional areas boosts morale and sends the right message to teams. —Rick Kaplan, chief growth officer, RetireeFirst
We do a little self-funding and quite a bit of level- funding and people are refreshed when you bring new ideas. Of course, everyone wants to save money, but they also want to know how they can control their risk. —Quincy Atwood, employee benefits, Specialty Risk Insurance Agency
For employers, offering workplace benefits and savings decision support that consider specific employee needs can help to drive greater efficiency, overall savings potential and optimize utilization of employee benefits. —Nate Black, VP, health solutions product, Voya Financial
When it comes to self-funding, I think the most appealing part is the data to help determine whether a certain plan is a good fit for a prospect or client. If we can estimate where you’ll be financially depending on how you fund your plan, that has a significant impact when you’re spending hundreds of thousands of dollars a year. —Luke Davis, marketing sales manager, Texas Benefit Alliance
Reference-based pricing presents an appealing alternative to legacy health care pricing strategies, championing transparency, consumer empowerment, competition, and sustainable health care costs. —Craig Gottwals, health care attorney and senior vice president, McGriff Insurance Services
Companies that get it right realize the full potential of benefits as a competitive differentiator to bring in top talent and keep their best people. In today’s world, that usually looks like offering a “cocktail” of core and voluntary benefits. Determining the right ingredients only requires a little creativity. —Jasper Purvis, vice president of business development, Selerix
Yes, richer benefits can be good for your clients and their employees. But for long-term customer satisfaction, it’s important to make sure the added benefits truly add value, and the product isn’t too complex to understand what is and isn’t covered. —Nick Rockwell, president, Eastbridge
Instead of a health plan being owned and run by misaligned health care providers, such as insurers, giant health systems, or big pharma, we believe the future of health care is local, open and independent —Bryce Heinbaugh, CEO, managing partner, IEN Risk Management Consultants
I started bringing level-funded solutions to prospects and clients. It was a new concept and hard to sell, but it made sense to me, and I was presenting something different. —Dan LaBroad, CEO, Ovation Health & Life Services, Inc
Innovative plan design
Design by Chris Nicholls
Illustration: Jorm Sangsorn/Adobe Stock
Making enrollment (and beyond) more impactful
Ensuring employee wellness
Using data & tech to your advantage
Creating better communication strategies
Innovative plan design
Personal & professional development
Building a better brokerage
Prospecting & making new connections
Creating a more diverse industry
Challenging the status quo
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