6 Tips for Better Open Enrollment Emails

6 Tips for Better Open Enrollment Emails

For human resource departments, there isn’t a more stressful time of year than open enrollment season. It seems that everyone has a love-hate relationship with employee benefits: employees demand great benefits, but when it comes time actually to learn about benefits they tune out. It’s not just you; Aflac did a survey and found that 26% of Millennials would rather clean a toilet than research their health benefits. So when you’re communicating about your benefits, you need to do everything you can to grab and hold attention. Here are a few tips I’ve discovered during my career in Internet marketing writing thousands of emails to help improve your open enrollment emails:

Write a clear and meaningful subject line

Your subject line is the first thing people look at when they receive an open enrollment emails. If it doesn’t catch their attention, they will ignore the email. I usually start by brainstorming, writing down several subject lines and then narrowing them down. Be direct and clear with your subject lines.

Bad Examples:

Too vague – “Important! Read Immediately!!“

Too clever – “Hungry for New Benefits.”

Just right – “Deadline for Your 2019 Employee Benefits.”

Give people a clear reason to open your email and give them an idea of what to expect from your email. Keep your subject lines short and always less than eight words – open rates drop substantially after eight words. If you’re curious about the perfect character count, I would say under 40 characters would work better but going over a little is ok. To be next level, throw an emoji in your subject line.

Don’t be overly formal

It’s really easy to ignore an overly formal open enrollment email. When I get an email that starts with “Dear Mr. Ramos” my first question is why are they writing to my father and after that I quickly tune out. When talking about health insurance and employee benefits people often use too much industry jargon and complex terms that others don’t understand. A survey by Policygenius showed that only four percent of people understand terms like deductible, copay, coinsurance, and out-of-pocket maximum. Write the way you talk and minimize the use of jargon.

Keep it short

There’s a reason the majority of people will get their benefits package and stuff it into a drawer never to be seen again: they are too long. Don’t say something on one page that you can say in a paragraph. If you can say it in a paragraph, can you say it in a sentence?  Write and rewrite your emails until they are as short, simple and clear as possible. Even Einstein understood this when he said, “Everything should be made as simple as possible, but not simpler.” Yes, benefits are complicated, but you don’t need to overcomplicate your emails. If you want to make sure your email is easy to read, check out your email’s Flesch Reading Ease Score. You can check it right in Microsoft Word or online.    

Make your open enrollment emails scannable

People will take seconds to decide if they want to read your open enrollment emails in depth. You might think it’s the most important email you’ve ever written but unless people can scan it and understand that they need to read it, they won’t. To make an email scannable, your paragraphs should be short. You should have clear sections and use bullet points when possible. Plain text is fine but if you are going to use more advanced layouts, make sure to test them. Mobile and different email clients render emails differently. You can’t assume that people will read your emails on a specific device. People’s attention span has shrunk with Facebook a click away, so make sure they get your point quickly. If you want a reader to do something after they read your email, make it clear what you want them to do.

Proofread your open enrollment emails

We all make mistakes; we are human. Make sure to proofread your open enrollment emails. Ask someone else to review them as well before you hit send. I use a tool called Grammarly.com to evaluate all my emails and afterward ask a friend at work to review it again. I remember many years ago I worked with someone that always made it known that they were a “staff reporter” in a previous position and didn’t want anyone internally to review their work. Needless to say, there were always mistakes. Always! We are human so don’t be too proud to ask for help.

Tell a story, humanize things and make it about them

I love watching Food Network. I learned how to cook as a kid from Julia Childs and countless other TV food stars. One of my favorite shows was Food Network Star where people compete to become an on-screen celebrity.  One lesson I learned from that show and apply to my writing is to always share a story with the information you are trying to get across. When you think about it, you can read a recipe within seconds but what makes for a compelling show is the story that wraps around the recipe. Now, I know storytelling can be seen as counter to my recommendations to keep things short and scannable, but add a few little elements that keep it human and engaging. Testimonials are one thing you can use that keep things real. Health insurance and employee benefits are highly personal, so let that show. Also, when you are writing an open enrollment email, make sure it’s always about the reader, not about your or your department’s needs.

14 Ways Employers Can Save Money On Healthcare

14 Ways Employers Can Save Money On Healthcare

The costs of healthcare benefits are expected to skyrocket to nearly $15,000 per employee per year according to the National Business Group on Health. To maintain a competitive benefits package over the coming years, companies need to ask themselves one question: How are we containing healthcare costs? Companies actually have a lot of control in managing costs; it isn’t easy, but it can be done. Here are a few things that companies of all sizes can implement to reduce their healthcare costs.

Offer Rewards

Implementing a rewards program is a simple way to lower your healthcare costs. Providing an incentive to use a cost-effective procedure or facility offers a substantial return. Employees often don’t realize that prices for healthcare procedures vary by 500% or more for most services until there’s money to be lost / gained. The same goes for medication and medical devices. A simple rewards program can tackle the most egregious offenders by offering incentives, but more comprehensive plans can be put in place to handle even smaller, everyday medical expenses. We’ve seen return on investments of over 20X from some of the best programs. They need to be simple to use and accessible from anywhere to make a difference. Employees don’t want to handle a ton of paperwork to get their rewards and fraud is next to non-existent since the company employs them.

Offer An HSA-compatible Plan To Your Employees

Health Savings Accounts (HSAs) are a financial product that can save employees money on medical expenses while reducing their taxable income. You can offer an HSA only by offering a high-deductible health insurance plan (HDHP). As the name suggests, these plans have higher annual deductibles which means lower monthly premiums. Unlike Flexible Spending Accounts (FSAs), HSA balances roll over from year to year, so employees never have to worry about losing their money. For many employees – especially younger ones – these plans are a great value. These plans are also much less expensive for companies to offer.

Have Your Employees Develop an Emergency Plan

The worst thing an employee can do is wait until an emergency to take a look at their healthcare options. This happens all to frequently, and the financial impact to both the employer and employee can be huge. A simple exercise of having your employees figure out where they would go in the event of an emergency can avoid substantial financial heartache in the future. The process is simple: have them figure out their local emergency room and in-network urgent care facility. As a final step, you should have them select a primary care physician (PCP) who is in-network. Employers should educate employees when it’s appropriate to go to each type of facility. To take it to the next level, plans should include telemedicine at low or no cost to employees.

Offer Telemedicine

Telemedicine allows employees to visit a medical provider live over the phone or video chat for immediate care, usually within 15 minutes. This happens without an appointment, travel or time spent in a waiting room. These medical providers are board-certified and can diagnose, treat and even prescribe for about 70% of typical medical visits that happen within the US. The majority of vendors provide service 24 hours a day, seven days a week; perfect for those middle-of-the-night visits. 

Telemedicine in its current form has been around since the early 2000’s but only took off a few years after the release of the iPhone in 2007. The biggest issue with telemedicine until 1-2 years ago was low employee utilization. These days a new crop of providers have moved away from the single-siloed solution to making telemedicine a part of a complete employee healthcare experience. These healthcare guidance platforms that incorporate telemedicine have increased employee usage and have finally delivered a positive ROI that’s been long promised. We’ve included telemedicine within the HealthJoy platform for a reason!

Get Your Employees to Stop Smoking

Smoking cessation programs are a great way to lower your healthcare costs in the long term. Consider combining a program with a rewards component to compound their effectiveness. At GE, they increased the odds of quitting among employees to 15 percent, over three times higher than those not receiving an incentive in a pilot program. Nominal rewards work, even with something as addictive as smoking.

Moving To Self-funded From Fully-funded

A fully-insured health plan is a traditional way to structure an employer-sponsored health plan when a company is starting out. With a fully-insured health plan, a company pays a premium to the insurance carrier, which handles everything including making a hefty profit. With a self-funded plan, a company operates their own health plan with the help of a broker and a third party administrator (TPA). Companies take on more risk in the process but can manage this risk by buying stop-loss or excess-loss insurance. Once a company reaches an employee size of over 100, they should start considering going to a self-insured plan to save money and improve cash flow.

Shop Around

Like anything you buy that’s expensive, it’s a good idea to shop around every once in a while. If you are fully-insured, you might have been on your present plan for a while and prices might be out of line with your risk. You should consider having your broker present you with a few different insurance options and see if you get a better deal with another provider.

Get A New Broker

Health plans are almost always purchased through a benefits consultant or broker. Some are better than others. In the last few years, there have been lots of changes within the industry and new technologies entering the marketplace. Is your broker keeping up with the industry and introducing you to new ideas to reduce costs? Are they presenting you with the latest in healthcare guidance platforms or artificial intelligence? Are they bringing in fresh ideas to engage your employees with their benefits? What are they doing to help you lower your costs? A good broker should go beyond just creating an annual spreadsheet with a quote for insurance; they should bring you new solutions.

Implement A Wellness Program

Offerings in the “wellness” category are all over the map, and their return on investment can sometimes be hard to track, but that doesn’t mean you still shouldn’t investigate them. When it comes to wellness programs, less can be more. Overly complicated and expensive programs might not have the desired outcome, but smaller initiatives can have a significant payback. One of the newer programs showing great promise is online behavioral health, addressing a huge untreated issue.

Add A Healthcare Guidance Platform

Navigating the healthcare system is complicated and a single error can cost your company and your employee a ton of money. A healthcare guidance platform is designed to help your employees make better healthcare decisions. These platforms can vary by their offerings, but the best ones offer personalized services to your employees and are always available from a smartphone app. They should handle both inbound and outbound engagement campaigns that educate your employees and stay top of mind. Many even use advanced technologies like artificial intelligence to discover ways to save a company money by digging into health claims data.

Offer A Healthcare Concierge And Nurse Line Service

People often get healthcare Concierge and concierge healthcare confused. Concierge healthcare is a relationship between a patient and a primary care physician in which the patient pays an annual fee or retainer. It’s reasonably expensive but gives you quick access to a doctor and maybe includes some other services. As an employee benefits offering, it’s costly. Healthcare Concierges or nurse lines, on the other hand, are benefits experts that help employees make better decisions. These services can be accessed via a phone number or as part of a guidance platform that’s available via a phone app. Phone-based systems tend to have lower utilization than those that are part of a guidance platform and are accessible anywhere while on the go.

Use Cost Estimator Tools

Most healthcare services are shoppable, and prices for the same service can vary by up to 500% or more. Encouraging employees to use a price transparency tool can make a massive difference in what they pay for a service. The hardest part with these self-service tools is that utilization can be low; employees go wherever their doctor recommends. These days, many doctors are part of a hospital system and will only refer people to services within these systems which are usually more expensive. To increase the utilization of these tools, they can be part of an incentive program. These tools can also be part of a Concierge service or healthcare guidance platform (or both).

Prioritize Preventive Care

Adding an extensive preventive care package can help keep employees from developing costly chronic conditions, some of which are extremely expensive to treat. According to the CDC, chronic diseases accounting for over 75 percent of the US healthcare spend can be avoided through appropriate preventive care. Benjamin Franklin was right when he said an ounce of prevention is worth a pound of cure.

Review Medical Bills

Stephen Parente, Professor of health finance at University of Minnesota who has studied medical billing extensively, estimates that 30% to 40% of bills contain errors. Providing a service where employees can submit their medical bills for review can save your company drastically. Many of these services can also help negotiate on an employee’s behalf and can get bills with errors lowered. These days almost every employee has a smartphone that can take a high-resolution photo in seconds, so there is little reason to not offer a bill review service as a stand-alone service or as part of a comprehensive healthcare guidance platform.

 

Healthcare is a complicated industry, and there isn’t a single solution to solve rising costs. A multi-pronged approach is the only way to tackle rising rates. While a single point solution can make a meaningful contribution to lowering costs, a better plan is launching a comprehensive solution that can tackle multiple avenues. When evaluating different vendors, evaluate the entire experience. Are you asking your employees to remember too many different vendors? Is it possible to consolidate these experiences? Can your employees access these services from their mobile phone while on the go?

Over the last 50 years, healthcare costs have gone up 274X. That’s 8x inflation for every other product or service. Solutions exist to combat this rise, but it takes champions within companies to bring new solutions into an employee’s benefits packages and lead to their adoption.

Why Your Mobile Workforce Needs On-The-Go Benefits

Why Your Mobile Workforce Needs On-The-Go Benefits

In the air or on the road — many of today’s workers are often on-the-go. In the last decade, the smartphone has given employees constant access to their company’s internal systems and has changed the workplace forever.  Direct access to emails, video conferencing and internal office apps have created instant communication. Companies like WeWork have even given employers the ability to virtualize their offices. Whether it’s a jet setting programmer or a sales team that is prospecting new potential clients, a mobile workforce can be found in nearly every industry. A 2017 Gallup report found that the number of American employees working remotely increased to 43 percent in 2016 from 39 percent in 2012.

Having a mobile workforce unleashes productivity by being located closer to where the employee is most productive and saving them commute time. It also translates into less office expenses for the employer. According to a report by The Economist, employees who identified their organization “pioneers” in the use of mobile technologies scored 16 percent higher for productivity than others who described their organization’s use of mobile technology as “bad.” If a company wants to succeed, embracing a mobile-first outlook including employee benefits is the way to go.

Just as their frequent flier miles, hotel reservations and restaurant recommendations are moving to app-based platforms, employee benefits and healthcare access is also shifting to accommodate the needs of mobile workforces. Mobile employees are often not in one place all week, meaning that scheduling even the most basic doctor’s check-up can pose some difficulty. That is why mobile healthcare access on the move is essential. Employees will love having mobile access to their benefits and healthcare providers. It is an easy way to find in-network and online doctors at any given location. With more employees joining the mobile workforce, providing mobile benefits access to employees is beneficial for employees health and for employers it also means less sick days.

A mobile workforce leaves home base often

Most people’s primary care physician is near their home for the sake of convenience. If a worker isn’t near home for most of the week, it will be difficult for them to access a consistent group of providers on a regular basis. Therefore, when they inevitably need to seek care while in another part of town or city, they may be at a complete loss of which provider to choose. They’ll be unfamiliar with the doctors in that location, and there is no comprehensive online resource to give them trustworthy recommendations. Without a reliable source of help, they will be prone to the many pitfalls of selecting the wrong doctor.

A healthcare guidance platform can save the day through the expertly crafted provider and facility recommendations that can you can access through a mobile app. These platforms enlist healthcare concierges to research and recommend physicians, dentists and other healthcare providers for needed services based on in-network status, quality, cost and availability information. Mobile workers in an unfamiliar state can become more informed about the top nearby provider options than even a local resident who doesn’t have the service. Essentially, these systems help workers who have been uprooted from their home base location to be knowledgeable about the healthcare offerings around them no matter where they happen to be.

Some mobile workforce members, however, don’t even have the luxury of being on the ground to visit a doctor in person. Frequent-flyers or road warriors will need telemedicine that enables them to access online physicians wherever and whenever they need care. Through telemedicine, workers can consult a doctor over the phone, via video, or through chat 24/7. A flight attendant with a digestive issue might typically try to ignore the problem because they know they won’t have the ability to see a doctor anytime soon. With access to telemedicine, within minutes the flight attendant can open an app and chat with a board-certified physician who can help them diagnose the issue and give them medical recommendations that improve their health right away, they can even get a prescription written that they can pick up at an airport pharmacy.

A mobile workforce has tight schedules

On-the-go workers have a busy lifestyle. They have tight schedules with back-to-back calls, client meetings or connecting flights to get to.  The lifestyle of traveling workers calls for a quick and efficient solution to health needs that fits into their schedule. With healthcare guidance, employees save hours upon hours of precious time with advice at every step of the process. Healthcare concierges will research to find the right provider and so much more, so members don’t have to. When applicable, the user will be guided to an online doctor consultation so that they don’t waste unnecessary time and money in waiting rooms or commuting to the doctor’s office. Users also have the option to chat with doctors on-demand, to answer quick questions. They will even manage the user’s insurance coverage to inform them of the cost of treatment and ensure that they recommend providers that are in-network. On top of that, a healthcare concierge will even schedule appointments for the member. If they ever lose track of their scheduled appointment they can send a simple text message to find it. All that’s left for the user to spend time on is receiving high-quality care and advice from their medical provider.

They need to navigate narrow networks

A significant obstacle faced by the mobile workforce is finding providers that are in-network and eligible for coverage under their insurance plan while on the road. People are unclear about what types of services and doctors are included in their coverage, to begin with, and it is even more daunting to ask these questions in an unfamiliar state. Luckily, healthcare guidance platforms act as an all-in-one benefits platform, so all of a worker’s insurance coverage status and details are available in one app. Healthcare concierges are experts in navigating the insurance world and will only deliver provider recommendations that are in-network. Mobile workforce members will no longer have to be careful on the road due to narrower networks that vary state-by-state but can rest assured that they are being led to the best providers their insurance coverage has to offer.

They require more effective communications

Since the mobile workforce is not grounded, they can’t rely on the large packets of benefits info that arrives in their mailboxes. They need to be able to access benefits information conveniently through the cloud and healthcare guidance platforms offer just this. Not only do users have access to an online benefits wallet containing essential information from all of their insurance carriers, but they can also track their real-time deductible spend, HSA/HRA/FSA/401k account balances, and coverage levels in an easy to understand, simple format that they carry with them wherever they are. Understanding benefits has never been so painless and convenient.

Healthcare guidance platforms will even go the extra mile to communicate relevant messages to employees through smartphone push notifications and chats. They will remind users of gaps in care and unused services and provide ongoing education about their plan benefits. For traveling employees who have a lot on their mind, these consistent reminders are invaluable and help them take maximum advantage of all the benefits provided by their employer.

A prime example of valuable information that healthcare guidance platforms will communicate to users is prescription savings. They will complete a prescription savings review to find savings on a user’s medication and lead them to the best place to visit for their Rx needs. The review will match the member’s plan formulary with potential saving opportunities and complete research on nine key areas, such as therapeutic alternatives, manufacturer coupons and generic alternatives. Even in an unfamiliar city, workers will be able to know precisely where to pick up their medications and they will be notified when savings are available. That way users can minimize their efforts while maximizing savings and convenience.

All in all, mobile workforces have unique constraints on their ability to access medical care and modern app and cloud-based platforms must be leveraged to help meet their health needs as employees. It only makes sense that an on-the-go worker needs on-the-go benefits access. A healthcare guidance platform might be the perfect remedy to a traveling worker’s car sickness.

Telemedicine and High Deductible Health Plans (HDHPs): The Full Story

Telemedicine and High Deductible Health Plans (HDHPs): The Full Story

What is Telemedicine?

Before we talk about High Deductible Health Plans (HDHPs) and why telemedicine is treated differently under those plans, let’s discuss what’s telemedicine. Telemedicine, what we call a more consumer-friendly “online medical consultations,” is the ability of medical professionals to evaluate, diagnose and treat patients through the use of  telecommunication technology (via video or audio only.) This approach has been growing in the last decade with the release of the iPhone and as a report from Business Insider says “Many believe that 2018 could be the tipping point” for the technology.

Over 70% of all traditional medical visits can be handled via telemedicine and consumers are getting more comfortable with using it. Online consultations, as an alternative to in-person visits, have a bunch of advantages:

  • Nearly instant consultations – The average consultation through HealthJoy happens within ten minutes with no appointment necessary.

  • No or low cost – Telemedicine has little to no cost to HealthJoy members and helps employees avoid costly ER and urgent care visits, saving companies money.

  • No travel time – No Ubers, trains, driving, or gas – members get on-demand access right from their mobile phone, anytime, anywhere.

  • No germ-filled waiting rooms – According to the Journal, Infection Control, and Hospital Epidemiology, you’re more likely to get sick after visiting a doctor’s office, but I’m sure you have always suspected that.

  • Less time from work – A report from the American Journal of Managed Care says it takes 121 minutes each time someone seeks medical care. The total includes 37 minutes of travel time, and 87 minutes at the doctor’s office. Total time with the doctor is only 8 minutes.

  • Easier on your life – Telemedicine has less interference to people’s life – specifically elder or child care responsibility. Not to mention that the wait time for a new patient-physician appointment has risen to an average of 24 days.

There has been an exponential increase in the number of employers that offer telemedicine as part of an employees benefit package. These programs are usually offered as either as a single point solution (these have lower utilization) or as part of a healthcare guidance platform (like HealthJoy.) These programs can save both the employer and employee time and money by routing care from expensive facilities like urgent care and emergency rooms.

What’s the deal with Telemedicine and High Deductible Health Plans (HDHPs)?

Well, the government being the government, they have created a bit of confusion when it comes to employers offering HDHPs that qualify for health savings accounts (HSAs) and telemedicine. The issue stems from providing a telemedicine plan with zero or at a low cost could render an individual ineligible to receive or make contributions to their HSA. This is a known issue by the community, and the IRS is aware there is a problem but has not committed to issuing guidance on it. Also, no law firm will issue a legal opinion on the matter due to the vagueness of the rules. As it stands, you can’t cover people with HSAs under any “disqualifying coverage.” This includes any provided healthcare coverage before meeting the HDHP deductible; people refer to this issue as the “first dollar coverage” issue. The IRS does allow exceptions for some coverage including; “permitted insurance,” “exception benefits,” discount cards, employee assistance programs, and preventive care. Having telemedicine alone as a part of a benefits package won’t disqualify an employee but to be safe, most telemedicine providers recommend a per visit fee for those users that are HDHP eligible. As to the dollar figure of that fee, that is the big unknown. HealthJoy doesn’t have a recommendation about exact dollar amounts, but it’s program has flexibility to accommodate any amount on a per client basis and can share general information about what it is seeing across its client base in terms of HDHP telemedicine fees. Until there’s more government clarity, we will remain flexible. For non HSA eligible plans, we offer free telemedicine service at part of our service.

What’s in store for the future?

This summer, the House of Representatives passed two bills that could change the way employees can use their HSAs. These bills have been supported by both parties and are seen as an improvement to the existing law. In reference to telemedicine, they would allow HDHPs to cover preventive care outside the deductible. We are still waiting for the Senate to pass their version and then those bills will need to go through reconciliation. However, we are hopeful for more clarity on the issue that would enable us to offer free consultations to all HealthJoy members, which we fully support.

How AI is Impacting Healthcare & Employee Benefits

How AI is Impacting Healthcare & Employee Benefits

It seems that everyone these days is throwing around the terms “artificial intelligence” and “machine learning.” Companies without a single programmer on staff are issuing press releases touting artificial intelligence (AI) as if the term were fairy dust that could magically improve their product. But what are AI and machine learning, and how is it impacting healthcare and employee benefits?

These technologies are rapidly changing industries, and the productivity implications are profound. According to a report by PWC, global GDP will increase 14% by 2030 – an additional $15.7 trillion – due to the integration of AI. Before we go into how AI is impacting employee benefits, let’s discuss what AI and machine learning are.

What are AI and Machine Learning?

With traditional methods of programming, you write instructions for a computer to process input, and the computer produces some output. For example, a car insurance company might calculate your rates by getting input about your driving history, age, car type, zip code and more. The program will then take this input and estimate risk based on the instructions provided and give you the cost of your insurance. With a machine unsupervised learning model, you wouldn’t give a computer a specific set of instructions but instead provide old application data with resulting claims data. The computer would then figure out risk probability and price it accordingly. This learning model would continue to get better over time with more data coming in.  

Machine learning is a type of AI that was created to help analyze massive data sets that would be impossible for a human to work on alone. Machine learning is self-improving, so the results get better over time as more data becomes available. This is one of the reasons that companies like Facebook are investing in these technologies; they want to improve advertising targeting based on likes and interests.

AI is a broader concept that involves machines performing different tasks that are characteristic of human intelligence. This would include things like understanding language (NLP), recognizing objects (CNN’s), general problem solving and learning.  Programmers categorize AI as either general in scope or narrow. General would involve all the functions mentioned above in one grand program while narrow is a more focused use of the technology. These days, the use of narrow AI is more common as programmers want to limit the scope of a project. People select specific tasks to make more intelligent and look to make incremental improvement.

How AI is Impacting Healthcare Today

With the hype around AI, people seem to expect a momentous business change to happen in an instant. This might occur in specific cases like medical imaging, which is a perfect narrow problem for AI to solve, but in general AI is going to have a significant impact as a series of smaller changes that will add up to something more meaningful. Here are a few changes we are seeing today that are impacting employee benefits and healthcare:

  • Customer service – We use AI with our in-house, custom-built member relationship management system that our healthcare Concierge use every day. Our AI system can make text chat recommendations, which our Concierge can select and edit as needed, to speed up service. The AI makes recommendations based on claims data, if available that the Concierge should be aware of. In one situation, AI saves a few seconds when we are providing service. In the other, it helps us improve the quality of our service.
  • Claims Analysis – Every time a member uses their health insurance, there is more insight to be derived from their total claims data. This claims data is perfectly suited to analysis by AI. Medical and Rx claims, biometric screening, and onsite clinic information can all be analyzed to understand someone’s health and provide possible recommended action. For example, if a member has been on a medication for years and a generic alternative comes into the market, our system might recommend a switch to save money.
  • Member experience – Virtual assistants like Siri, Alexa and JOY all use artificial intelligence to deliver their experience in many different ways. Our application uses machine learning when processing photos and visual information. We continue to invest in R&D to add AI to more functionality and improve our experience.

  • Eligibility files – We’ve talked about how we are using AI for eligibility file management in BenefitsPro in the past. Dealing with large imports is the perfect use case for AI.

Healthcare is complex with many moving parts. Adding AI will improve each area incrementally, and the sum of these improvements will lead to huge leaps in productivity. We are striving every day to streamline things for our clients, resulting in better service at lower costs.