In today’s world, individuals of all ages use technology as a normal part of daily life from sending emails to online banking, to filling out employment applications and scrolling through social media. This is especially true in the workplace with more and more employers transitioning functions that used to be managed “in-house” now being outsourced such as payroll, online record keeping and new-hire applications.
Technology seems to be replacing manual processes throughout every aspect of running a business, but, believe it or not, many employers still use paper enrollment forms to enroll employees in their benefit program. When we ask why employers have not moved to an online platform, we hear many different reasons. A few of the most common responses are – their employees aren’t capable of enrolling online and/or don’t have a computer at home to do so, it’s too costly of an expense that hasn’t been budgeted for and “I wouldn’t know where to begin with considering a vendor”. All these reasons for not taking the plunge with Benefits Technology hold validity in their corresponding circumstance, however even with these challenges, moving to a Benefits Technology platform is a way to save money and time, while enhancing efficiencies to make the organization stronger. So now, let’s talk through these common objections and why benefits technology can make sense for most employers.
‘My employees don’t know how to enroll online and don’t have computers at home to do so.’
Did you know benefits technology vendors typically offer enrollment support? This is a service that’s highly undervalued, as not only is a third party enrolling each employee, they are also providing one-on-one education, as well as a personal Q&A opportunity for every employee. This removes any potential HIPAA violations if an employee overshares their healthcare circumstances and eliminates the need to follow up with employees who submit forms that are incomplete or illegible. For these reasons, even employers who don’t face this challenge can largely benefit from one-on-one enrollments.
“This is a cost that hasn’t been budgeted for and we cannot afford to take on this year.”
Benefits Technology may not be as costly as you think. Some insurance carriers offer their benefits technology platform at no cost to an employer for simply offering Voluntary Worksite Products (think- Cancer Plan, Critical Illness Policy, etc.). These are products that are often already being offered, so why not partner with a vendor that can enroll employees electronically at no additional cost?
“Where do I even begin with choosing a vendor?”
There are organizations who have built their entire business understanding benefits technology vendors. Bouchard has an exclusive arrangement with Benefits Technology Resources (BTR) who does just that. In meeting with a vendor like BTR, employers can talk through what they anticipate needing a Benefits Technology vendor for, and then review the best viable solutions out there provided by the experts in the field.