A lot has changed in the last 10 years …
Ten years ago, the iPhone didn’t exist, Facebook wasn’t available publicly, the first Tweet had barely been published, and no one had heard of wearable technology or big data.
Ten years ago, HSAs were the new kid on the block, pension freezes were a big focus, public and private exchanges didn’t exist, and results-based wellness programs were far off into the future.
The industry has changed tremendously, most notably disrupted by the ACA’s passage and the waves of changes since. More recently, financial wellness and leave programs have been pushed to the forefront as employers work to modernize benefits and meet the needs of their increasingly diverse workforces.
But some things haven’t changed …
Employers are still trying to win the war for talent and still struggling with proving the value of their investments in health and benefits. Employees still struggle to understand their benefits, and make good decisions for themselves and their families. Programs are still disconnected, and much of the technology is still clunky. And, unfortunately, the industry still has a long way to go when it comes to creating products and services that truly meet the needs of a dynamic workforce. That includes making adequate investments in the year-round, high-touch, never-ending education that is required to improve health and financial outcomes.
What’s next
We are constantly reminded that this stuff matters. Our daily motivation comes from employees’ comments like “this program saved the day,” our clients sharing how their programs are improving business results, or a headline about how ill-equipped Americans are to manage their health and finances.
We love our work because employers play such an incredible, inspiring, and meaningful role in helping employees better their own lives. They have access, influence, and trust like no one else.
So here’s our clarion call: Let’s move mountains. We can effect change on a big, big scale.
The employee benefits industry touches the health and financial security of nearly every American, and millions of people all around the world. Every employer may not be able to provide the richest programs, but they do have the resources to get their employees fully engaged in the benefits they provide. If all employees were fully engaged with their health and financial benefits, our industry would be stronger, our companies would be stronger, and our countries would be stronger.
We believe it in our bones. It fuels our passion to make a difference, and we are committed to continuing to push boundaries.
Thank you for being part of our first 10 years. We’re excited about what’s ahead.
Jen & Isabelle
What’s next in employee benefits?
As part of celebrating this milestone, we’re delighted to feature interviews with dozens of benefits leaders on LinkedIn. They share part of their journeys as professionals, and their thoughts for what’s next in the industry. We hope that will start a broader conversation about what’s possible.
Smart phones and the internet have changed almost everything in our lives, and health care is no exception.
Without effective communication, even a great benefits package may end up with disappointing results.
All employees should be empowered with the data and technology to make decisions so that they are able to achieve the fullest potential of what their employee benefits plan has to offer.
... if our employees and families don’t know about our benefits that can help them at the right time, I have failed them as a professional.
What I’m excited about and what I’m concerned about are, in some ways, the same thing: Millennials.
Every day I am surrounded by people who are inspired to create systems and processes designed to improve the health and well-being of others. There is meaning and purpose to the work that is done in the employee benefits space. I cannot imagine being a part of any other industry.
There is no amount of legislation that can attack the true issue of the downward slide of the health of Americans.
It is astonishing that most other industries have a clear set of cost and quality measures—and that health care doesn’t!
... it is more critical than ever to ensure that employers use all available media to communicate benefits content within the specific context of an employee’s personal or professional events.
I want to see all Americans get health care coverage ... I believe that health care is a right, and not a privilege, for all Americans.
... the most significant change is the way participants are accessing benefit information. A decade ago my phone wasn’t all that smart; now, my phone is everything.
I’d love to say get rid of all the handcuffs around all the regulations and regulatory requirements that impact benefit programs, but ... that’s not where we are today. It’s more about how do we work with what we have?
I’m concerned that continued rulings by administrative bodies will eventually make it so difficult…that many employers will stop offering medical benefits…If we lose that, I think society will be the worse for it.
I enjoy challenges, volatility, and variety, and I think those three words accurately describe the field of employee benefits today.
... the rules governing [employee benefit] plans and the rights and responsibilities of participants are complex. Helping people understand their choices is essential for them to make the best decisions.
In Benefits, I have a view of the difference we make not only in our employees’ lives, but also in our company culture, communities, and even legislation.
Organizations often complain about lack of engagement with benefits ... We should partner with employees to help them better appreciate their benefits and use them wisely.
... tools that help people navigate health care are critical. There are huge health care literacy issues, and anything that can be done to help simplify health care needs to be a focus.
As we have all seen every day, a lot of employees don’t understand what their employer offers until they need the coverage. Can you imagine how many of those individuals would be worse off if they had to fend for themselves?
Our research shows that financial wellness has a huge impact on happiness and productivity at work. Financially fit employees are happier—and happy employees are more engaged and more willing to go the extra mile for their employer.
[Benefits] are important because if they are done well they can make a huge positive in attracting and retaining talent as well as positioning a company to be competitive in the marketplace.
... I like to remind the benefits industry that health and wellness never referred exclusively to physical health; these terms, just like the now-popular 'well-being,' have always represented dynamic, complex, multidimensional processes.
While employees must take personal accountability for both their health and financial wellness, we want to provide the tools that will help them achieve their goals.
I want the benefits world to catch up with the social technology world so that engaging in benefits is as seamless as buying a pair of shoes on Amazon.
It’s important for us as benefits professionals to communicate the benefits and the value they bring to employees’ total rewards.
…we have the opportunity to expand the conversation about health during the next round of health care reform.