Replace Your Benefits Booklet With This Alternative

Replace Your Benefits Booklet With This Alternative

As you look at your benefits education strategy, what old standouts seem too important to replace? Your strategy probably still includes old favorites like benefits booklets, presentations, or flyers. Perhaps this year, you’re focused on hosting these materials online—but you definitely wouldn’t cut them altogether, right?

Emailing PDF’s and hosting presentations on Zoom won’t suddenly help employees “get” their benefits. These strategies aren’t reimagined, they’re simply transferred online. If presentations and booklets worked (in any form), you’d spend less of your week answering benefits questions. Something isn’t working, and the answer isn’t simply digital.

Let’s talk about the biggest problems with booklets, presentations, and benefits education in general.

The problem with benefits booklets

Let’s be honest: benefits booklets are an outdated method of communicating benefits. Unfortunately, we know they’re also a key tool many HR pros are reluctant to part with. After all, without a booklet, where will employees turn for answers?

We have some thoughts. But first, let’s review exactly how benefits booklets fall short.

First, employees aren’t happy with the status quo. An HR Tech Weekly poll revealed 50% of employees surveyed couldn’t access their benefits in the way they prefer. Second, benefits booklets aren’t really doing their jobs. Mobile applications, not paper, PDF’s, or portals, are our preferred means of accessing information. According to the Pew Research Center, 96% of Americans now own a cellphone, and 81% of those are smartphones. Baby boomers aren’t excluded from the mobile trend, either. Of those 65 and over, an estimated 91% own a cellphone; 53% own a smartphone (see Why All Your Employees Want a Mobile Benefits Solution for more).

Third and finally, benefits booklets do nothing to promote your engagement goals year-round. A paper pamphlet does nothing to draw them back into under-utilized cost-saving benefits in February, March, and beyond. Not only are they ineffective, but they may also make things worse. They use complicated language, confusing details, and often don’t outline points of contact. That makes “I’ll just ask my HR representative” a much more appealing alternative—if they ask the question at all.

Simply creating a digital version of your benefits booklet isn’t enough. Sure, they might be easier to save on your employees’ desktop and therefore slightly likely to be tossed in the trash. Even PDF booklets, though, fall short in one key area: they can’t help employees in the exact moment they need to make healthcare decisions.

In the worst-case scenario, employees don’t even come to you with questions. They’re so scared and confused they make a hurried and high-cost healthcare decision that costs them, and your company, thousands of dollars.

A word about benefits presentations

Like benefits booklets, benefits presentations also seem like a can’t-be-skipped component of your benefits education strategy. But this messaging hasn’t kept pace with the times. When bite-sized information and 20-second TikTok videos are the order of the day, how can you expect employees to stay engaged with a 60-minute benefits presentation?

Ultimately, presentations are just as static as benefits booklets. Sure, you may make a presentation available on your company’s cloud. How often will employees access that information? More often than not, benefits presentations flash employees a bit of information about their benefits and then leave them wondering how even to use them. Just like the booklets, they fall short.

Look, we know that introducing employees to their benefits is essential, especially during OE. Without a presentation, you may leave your employees wondering what to expect from open enrollment or even the year ahead. There’s value in improving your presentations, shortening their length for maximum engagement, and not relying on them as a source of truth (see our post Why Benefits Presentations Are a Waste of Time for more).

There’s also value in streamlining your benefits education efforts. Given that these two major players fall short, you need a new solution: a tool that fills the gaping hole left by your benefits presentation’s last slide.

Learn why you should toss that booklet—and what to use instead.

Enter the benefits experience platform, stage left

A benefits experience platform is a completely new idea in our industry, so it might elicit an eyebrow raise. “Experience benefits?” you ask. What does that even mean?

In brief, a benefits experience platform centralizes everything in one place, from your individual, siloed benefits to the education you need to drive their utilization. It’s built on an idea we don’t think has quite caught on: that creating better healthcare consumers isn’t just about education, but decision support. It recognizes that your benefits education strategy takes a lot of time and effort, and makes all that effort more impactful.

A benefits experience platform brings all those threads together to help employees make the right healthcare decisions. A few other benefits of the benefits experience platform:

  • It replaces your benefits booklet. With a benefits experience platform in your back pocket, employees no longer need to flip through their booklet for details on coverage. In fact, you might decide to (gasp) toss it all together.
  • It decreases questions for HR. Employees can easily follow up on your presentation without digging for links. Hardworking benefits presentations aren’t a total waste of time. You’ll find HR departments that see a 50%+ decrease in benefits questions after launch.
  • It’s one of the keys to making benefits work better for dispersed employees. In 2020, you’ve had to reevaluate how you deliver benefits education. With access and education always on their mobile device, you no longer need to worry that dispersed employees will be left out of the loop (see our post The Key to Making Benefits Work for Dispersed Employees for more).
  • It keeps all your virtual healthcare solutions in one place. From telemedicine to mental health support, virtual benefits are projected to continue their explosive upward growth in 2021, according to the Business Group on Health’s 2021 Benefits survey. As they gain prominence, though, they don’t necessarily get easier to use. Virtual healthcare needs to be accessible, and when all your benefits are centralized in a single app, navigation is as simple as a few taps.
  • It proactively engages employees to put your year-round campaigns on autopilot. With push notification capabilities, a benefits experience platform can remind employees to choose a Primary Care Provider, get a dental exam, or schedule that flu shot. Education and cost containment initiatives, done and dusted.

Adding a benefits experience platform doesn’t have to mean rethinking your entire benefit education strategy. In fact, it may work best when it grows from the educational foundation you’ve worked hard to build. We’re not talking about tossing all your plans or even killing your benefits booklet (yet). Instead, we’re offering a solution that follows up your OE efforts with year-round engagement and personalized support. In other words, it makes all your benefits education more meaningful.

As open enrollment approaches, how will you make sure your efforts don’t go to waste?

 

 

Schedule a demo today to see how HealthJoy is building a better employee benefits experience.

What is a TPA?

What is a TPA?

For companies with self-funded health plans, a third-party administrator (TPA) is a vital piece of the employee benefits puzzle. From helping build an employee benefits plan to claims management, TPAs lift the administrative burden, so HR has time to manage day-to-day employee needs.

Third-party administrators may be ubiquitous, but that doesn’t mean you know the answer to “what is a TPA?” With so many acronyms floating in the insurance ether, it’s understandable that you might overlook this one. After all, a TPA should integrate with your business so smoothly that they feel like an extension of it.

What is a TPA?

A TPA administers services for self-insured (also known as self-funded) employers. According to the Society of Professional Benefits Managers, TPAs handle over 60% of the health benefits for workers in non-federal benefits programs.

Individual states license third-party administrators. In most cases, self-funded companies rely on comprehensive-service TPAs to handle all aspects of their employee benefits plan administration. Most have health plans, manage the day-to-day administration of employee benefits, review and process claims, and coordinate with insurance carriers.

The TPA can adjust health plans to meet changing needs and helps employers achieve a higher level of flexibility than if they contracted directly with a health insurance plan. For many employers, outsourcing administration is often more cost-effective than handling those duties in-house.

We usually think of TPAs in relation to employee health benefits, but their business arrangements can vary. For instance, some specialty TPAs might only administer retirement or financial benefits.

Some of what TPAs can handle on behalf of your company include:

  • Benefits plan design
  • Benefits management
  • COBRA administration
  • Cost-containment strategy
  • Customer service
  • Risk management
  • Claims management
  • Premium collection
  • Enrollment
  • HIPAA, ERISA, and other reporting compliance

How can a TPA help employers?

Designing and administering a benefits plan. Typically, a TPA will work 1:1 with self-funded clients. In this relationship, the TPA functions almost like an arm of the employer’s benefits team. A TPA working directly with a client will design a custom benefits plan to meet their needs and, once they’ve landed on a plan, take on the administrative duties. That means TPAs are there to answer customer service questions from employees, process claims, and make sure employers remain compliant with state and federal regulations. For instance, a TPA can help employees maintain ERISA compliance and submit their Form 5500 (see our post All You Need to Know About Form 5500 for more).

Plan data analysis for cost-containment. Third-party administrators gather plenty of claims data and, in the best-case scenario, can use it to help drive better healthcare choices. For instance, TPAs know when employees request a preauthorization or precertification. That gives them a window into the types of service employees seek even before they need a procedure or provider visit. With the right technology, a TPA can use that data to guide employee healthcare decisions.

Integrating with carrier insurance. A TPA integrates with insurance carriers directly, which helps facilitate claims processing and other administrative services. The insurance industry is complex, and TPAs are vital because of their role in making it more accessible to employers. Insurance companies themselves may also “outsource” some benefits administration duties to a TPA.

How is technology changing how TPAs work?

Employees now expect to find their insurance benefit details on their mobile devices. In one 2018 study from PWC, 53% of employees said they’d prefer to review benefits information digitally, as opposed to 25% who preferred to do face-to-face. Twenty-two percent preferred a mix of digital and face-to-face review.

On the one hand, this sets tech-savvy TPAs up to succeed. There’s never been more instant consumer feedback, greater access to utilization data, or more insight into consumer healthcare behavior. Using that data to improve the employee experience represents a shift in the way TPAs work.

On the other hand, TPAs who don’t embrace tech advancements could create a negative experience for employees. Working with a forward-thinking TPA is key to unlocking higher employee benefits satisfaction for self-funded employers. Because they often have a hand in building your cost-containment strategy and access to insightful data, a TPA is perfectly poised to help you contain costs and improve the employee experience. The right TPA will recognize the opportunity to get ahead of your employees’ poor healthcare decisions and contain costs.

Learn More About HealthJoy TPA+

Choose HealthJoy TPA+ to leverage your TPA’s claims, precertification, and insurance verification data. Enable proactive outreach in the precise moments that matter to drive down healthcare costs. Learn more. 

Case Study: Quick Answers for a Tech-Savvy Team

Case Study: Quick Answers for a Tech-Savvy Team

Instructure’s team is behind the Canvas Learning Management Platform, the most widely adopted learning management system in North America. Their work simplifies online learning for millions of students and teachers across 70 countries every day. In other words, they understand the power of online education.

Like many learners, though, Instructure employees struggled to understand and use their employee benefits. As their questions mounted, Senior Benefits Manager Alli Mauss and her team lost hours weekly to employee questions. It added up to an estimated two weeks of lost time each year.

“We were answering a lot of the same questions over and over. Sometimes it felt like that movie Groundhog’s Day,” Mauss said.

To staunch the flow of questions,  Mauss’ team first tried building a company intranet system. They hoped it’d give employees the answers they craved and give them back time in their day.

While the intranet “helped a bit,” Mauss said, something was missing. Since the solution wasn’t mobile, employees couldn’t grab their insurance cards while waiting at the dentist or get answers about where to go for care. So, they still turned to  Mauss’ team.

“I felt like we were just back to square one,” Mauss said.

A centralized solution was in order. Mauss hoped to find a mobile platform ready to meet the needs and expectations of Instructure’s on-the-go workforce.

Answers at the speed of light

That’s where HealthJoy came in. Once the benefits experience platform was implemented, employees quickly began turning to it for answers, navigation guidance, and virtual healthcare support. Their benefits cards, insurance plan details, and even online medical appointments are always at their fingertips.

Best of all, Mauss said, was how quickly they grasped all the potential of the HealthJoy app—as shown by declining questions for her team.

“Once they’ve downloaded HealthJoy, we never hear benefits questions from our employees again. It’s like a one-stop-shop; it was like a switch,” Mauss said.

“HealthJoy is a lifesaver,” Mauss said. “My team can get so much more done because we’re not constantly answering questions.”

– Alli Mauss, Senior Benefits Manager at Instructure

A live team of healthcare concierges is on hand to help with questions and provide guidance. That’s key for Mauss’s team, because it means that when Instructure employees have questions, they can take them to HealthJoy instead of HR.

It’s resulted in a significant reduction in benefits questions and hours gained back every week. That’s especially crucial while the team juggles HR complications during the coronavirus pandemic.

“The administrative burden on our team is so much less”

Instructure wasn’t always sure HealthJoy was worth the investment, Mauss admits. But it quickly proved its value just in terms of time saved.

“We review our entire plan design every year. Whenever HealthJoy is on the table [to be eliminated from our benefits package], our management team is the first to say, “no, we are not getting rid of that,” Mauss said. “We’ve seen such a benefit for our employees. The administrative burden on the team is so much less.”

$359,854
CUMULATIVE SAVINGS SINCE IMPLEMENTATION.

Eighty-two percent of Instructure employees have downloaded and activated HealthJoy since implementation. That number is driven by Mauss’s team, who make it practice to route all benefits questions to the HealthJoy app.

“Ninety percent of the time, if they’re asking a question, it’s because they just haven’t downloaded the app,” Alli explained.

Instructure employees turn to HealthJoy’s telemedicine offering at a rate well above typical carrier offerings. About 28% of Instructure employees used HealthJoy telemedicine last year. Instructure’s high employee adoption resulted in a cumulative savings of $359,854 since implementation. Productivity savings total $94,516, resulting in a total savings of $454,370.

“We consider HealthJoy an essential benefit,” Mauss said.

Want to learn more? Read our other case studies to learn how HealthJoy is helping companies of every size simplify the employee benefits experience.

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<div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_9' > <div class='gform_heading'> <h3 class="gform_title">10 Benefits Presentation Tips from TED Talks eBook - 2-Col (Pop-up)</h3> <span class='gform_description'></span> </div><form method='post' enctype='multipart/form-data' id='gform_9' action='/blog/2020/08/' > <div class='gform_body gform-body'><ul id='gform_fields_9' class='gform_fields top_label form_sublabel_below description_below'><li id="field_9_8" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_9_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_9" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_9_9' type='text' value='' class='medium' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_4" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_9_4' type='text' value='' class='medium' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_5" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_5' >Company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_9_5' type='text' value='' class='medium' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_10" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_10' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_10' id='input_9_10' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_9_7" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_7' >What Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_9_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>What Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_9' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_9"]){return false;} window["gf_submitting_9"]=true; ' onkeypress='if( event.keyCode == 13 ){ if(window["gf_submitting_9"]){return false;} window["gf_submitting_9"]=true; jQuery("#gform_9").trigger("submit",[true]); }' /> <input type='hidden' class='gform_hidden' name='is_submit_9' value='1' /> <input type='hidden' class='gform_hidden' name='gform_submit' value='9' /> <input type='hidden' class='gform_hidden' name='gform_unique_id' value='' /> <input type='hidden' class='gform_hidden' name='state_9' value='WyJbXSIsImFkODg5MTk3ZmY1MDIyZGVjZjEyNWI2ODk1Y2YyMGZiIl0=' /> <input type='hidden' class='gform_hidden' name='gform_target_page_number_9' id='gform_target_page_number_9' value='0' /> <input type='hidden' class='gform_hidden' name='gform_source_page_number_9' id='gform_source_page_number_9' value='1' /> <input type='hidden' name='gform_field_values' value='' /> </div> </form> </div>