Category: Blogs

HR Strategy | By Tom Murphy,

It’s Time to Hop on the Employee Training Train

Ever wonder how much time and productivity is wasted because people don’t really know how to use the programs they need to do their jobs?

These days, it’s assumed that everyone has proficiency in basic office software programs. As a result, very little focus or training is invested in teaching staff how to use those programs efficiently and effectively.

While it’s easy to understand why this happens, it’s also important to consider the effects of not investing in basic employee skills training.

My employees know that stuff already

Yes, you’re probably right. To some extent, anyway. But when it comes to on the job tools, the reality is that most people are largely self-taught. In other words, most of your employees learned these programs out of necessity— and on their own.

This system might sound like the ideal situation, until you realize that most people are probably only learning basic functionality and on a need-to-know basis.

Unless you’ve got some really patient people on your team, most of them will figure out a way to do something and then repeat that behavior every time after. Until infinity. Even if the way they learned to do that thing may be the most inefficient way on the planet.

The danger here is that it could be taking these self-taught employees three times as long to complete their work.

Are you guilty?

Think about it. How many “creative” work-arounds have you developed over the years? Do you know if these processes are efficient?

Have you ever had a coworker watch you work and bluntly ask, “Dude. What are you doing?”

Maybe you’ve been the asker of that question, bearing witness to a colleague’s use of unusually cumbersome processes to do relatively simple things.  

Or maybe you couldn’t say anything, because the person in question was well above your pay grade.

It happens

There are business owners who are still doing things the way they did when the business first started. There are CEOs who refuse to learn new technologies and platforms. There are supervisors who have never done the jobs they supervise.

Higher level managers often have the luxury of delegating tasks to others in lieu of improving their own skills or learning new processes and technologies. This may be tolerated for a while, but eventually it’s going to become a point of contention for the team.

Even in our firm, we have purchased various tools that are promised to “make us more efficient” only to find out our team ultimately goes back to what they know.

No matter who is struggling with day to day processes, one thing is for certain: Investing in training your team is money well spent.

It’s time to get onboard

Just imagine if everyone in your organization wasn’t just competent with your operating systems, but using them to their fullest potential and power! Think about how much time and energy you could save! Not to mention cold, hard cash.

Increasing staff training is a surefire way increase skills and productivity. And professional development can work wonders for employee engagement.

Why not do your business a favor? Train yourself (and everyone else!) to be the best they can be.

 

Is your benefits broker also a compliance consultant? How about a trusted business partner? Are you confident your policies and processes are doing what they need to ensure that your company—and your employees— are healthy and productive? At Sonus Benefits, this is what we do for St. Louis employers every single day.

Leadership + Management | By Scott Schulte,

Better Communication = Better Employee Benefits

Employee communication is challenging. It takes time, effort and collaboration to create a clear, unified message. And that’s just the beginning of the process.

Once you’ve crafted your message, you have to figure out how to make sure everyone sees it, hears it, and understands it.

This is true across the board, including when it comes to employee benefits.

Can communication affect benefits?

You bet it can. Many companies spend a tremendous amount of money on health benefits, only to spend very little time communicating about them. With some very real consequences. This lack of information transfer can actually increase the cost and decrease the value of your plan and affect your bottom line.

As a business, you want to provide employee benefits that are cost effective and a great incentive to recruit and retain top talent. But if employees don’t know how to use their benefits, they can’t use them wisely. And if they don’t understand what they are being offered, they can’t fully appreciate the value.

Both of these things run counter to what you are trying to accomplish.

Make benefits communication a priority

It’s tempting to put most of your focus into shopping for and securing the policy. But having a policy in place doesn’t help you out much if no one knows how it works. And skimping on communication will only lead to employee confusion and HR headaches.

No one has a bunch of empty time blocks floating around on the calendar. Many days, it feels like a struggle just to check off the basics. But slowing down and taking the time to build better communication practices can actually help you move faster. How? By helping you avoid the all too common side effects of poor employee benefits communication.

When you fail to communicate clearly, you can very easily end up with:

  • Managers repeatedly needing to explain plan details and enrollment processes
  • Employees seeking management time to ask questions and clarify procedures
  • Co-workers frequently discussing their frustrations and confusion
  • Loss of trust due to lack of transparency and clarity
  • Lower levels of employee engagement

If this sounds less than ideal, don’t worry. There are ways you can start improving employee communication today. Here’s one quick idea:

Hold regular team meetings to share company goals and updates, benefits information, client success stories, employee kudos, etc.

  • Make sure your meetings are short, specific, and a good use of time
  • Keep them moving with a variety of interesting and educational information
  • Send the agenda in advance so people can come prepared to participate
  • End each meeting by confirming what everyone should take away and what follow up is needed

Take some positive steps to improve employee communication, and see how far you can go!

Having trouble with employee communications? We can help with that. There’s so much more to employee benefits than policies and premiums. A great benefits broker will help make sure you, your employees, and your business are all healthy and productive. Get in touch with Sonus to see how we can help your organization become a local employer of choice.

Culture & Community | By Scott Schulte,

How Do You Deal With Your Elephants?

Do you have dangerous things happening in your organization? Is there something you are constantly climbing over, ducking around or just plain avoiding?

Maybe it’s an underperforming sales team, an absent leader, or a cranky customer service rep.

Is your problem painfully obvious— like an elephant in the office? Or are your workplace issues more like snakes in the grass, just waiting for the right moment to jump up and bite you?

Both are equally dangerous. And they must be dealt with.

They say the first step to fixing any problem is recognizing that it’s there. But what matters most is what you choose to do at that point. Labeling a problem and then doing everything you can to avoid it only enhances your chances of getting stomped on by that elephant. Or bitten by those snakes.

So what should you do instead?

Speak up. And be persistent.

How many times have you brought up a concern only to have it rationalized as temporary, not worth fixing, or not as bad as you think? Sometimes you might even get sent away with a little pat on the head. “Relax,” they say, “That’s not actually happening.”

Maybe you’ve heard that others have tried to fix things in the past and have gotten nowhere. This might be true, but it doesn’t necessarily mean you should keep quiet or stop trying. Sometimes a problem needs to be identified multiple times, by multiple people before it becomes a priority. You could be that person who tips the scales or addresses the problem in a way that finally hits home. Or maybe you’ll just get lucky and catch the right person on the right day.

Finding the courage to speak up can be difficult, but it’s important to point out behaviors and processes that are causing harm.

Don’t let it pile up

We get it. Your therapist says you should let the little things go. And this can be great advice! But when you’re talking about bad business practices, little things can become big things very quickly.

If your company’s policy is to look the other way and let things slide, there could be serious trouble ahead. Not just for you, but for the entire organization.

If little things are piling up, they need to be addressed.

It’s not about complaining

No one likes a tattle-tale. But everyone loves the UPS man. Why? Because he delivers the stuff you need, when you need it.

Simply pointing out weaknesses or ranting about everything that’s been bothering you since the dawn of time isn’t the method you want to use. Approach your conversation in a professional manor, and put some thought into ways to fix the problem or improve the situation before you start the conversation.

Deliver your message like the UPS man would: quickly, efficiently, and with the best intentions.

Tackle that elephant!

Running a top notch organization isn’t for the faint of heart. If you see dangerous behaviors happening in your organization, find your inner fortitude and speak up.

Identify your concerns and the effects they’re having— or could potentially have. Then offer ideas for solutions. If you’re a company leader, listen to what your staff is saying, then summon the courage to make those difficult, but much needed changes.

Create and track performance indicators to get that sales team back on track.

Re-train your cranky customer service person.

Reel that absent CEO back in— or help him write his resume.

Make this your new normal now. Before the elephant tackles you.

Got an elephant that needs tackling? At Sonus, we help clients all throughout the Midwest identify organizational challenges and put customized solutions in place. From tailored benefit programs to human resource management services, we’ve got you covered.

Culture & Community | By Tom Murphy,

Want Better Business Results? Give Your Employees a Break.

You’ve worked hard to get where you are today. And you expect the same of your employees. But at some point, hard work can become overwork. And overworking can become overwhelming.

If your team never gets a break, you’re going to start feeling it in your bottom line. And not in the way you might imagine.

It’s a fine line…

Perhaps you’ve used words like disruptive, innovative, and revolutionary to describe your company’s product, service, or culture. Many business owners and leaders view these qualities as universally positive. Necessary, even. But from an employee perspective, they can be exhausting.

How many people genuinely look forward to spending extended work days engulfed in disruption, navigating constant change, or leading a revolution?

For a great purpose and over short periods of time? Sure! But non-stop every day until forever? Not so much.

Of course you want your employees to be excited about and invested in their work. But that doesn’t mean they need to live and breathe it 24 hours a day. Your best employees aren’t necessarily the ones hyped up on energy drinks working back to back shifts and staying up all night. They may appear to be overachievers, but in reality, they could be costing you big time.

Stress is money

Workplace stress is real. And real expensive.

Recent research shows:

When employees are stressed out (or tapped out) they are more likely to develop physical and mental health issues. Stress-related health problems can take them out of the game completely. And when they do show up, they’re more likely to be distracted and make mistakes.

Here are 3 keys to making sure your employees are working hard, but not burning out.

1.) Be aware

Recognizing the issue is half the battle. Check in with yourself and your team to assess levels of stress within the organization. Look for specific causes such as:

  • excessive workload
  • outdated technology
  • poor communication
  • workplace conflict
  • unhappy coworkers
  • toxic clients

2.) Take action

Once you’ve identified the causes, work quickly to find and implement solutions. Letting things go might seem less stressful in the short term, but issues simmering under the surface are a breeding ground for increased tension and potential blow ups.

3.) Lead by example

If you tell employees they should strive for work life balance, but they see leadership working 14 hour days and/or rewarding those who do, no one is going to believe you really mean it. Reduce your own stress and you will naturally reduce the stress of your team.

Help your employees help you

If you really want your staff to achieve balance, you can’t just keep talking about it. At some point, you need to give them the tools to make it happen.

Less stress equals happier, healthier employees. And when your team is healthy and happy, your bottom line will be as well.

 

Running into challenges with employee burnout, turnover, and retention? At Sonus Benefits, we’ve got ideas to help you address these issues and more. Get in touch with Sonus to find out what working with a true employee benefits consultant feels like.

 

Leadership + Management | By Scott Schulte,

The Key to Successful Onboarding is… Pre-boarding?

When it comes to onboarding, the temptation is to think of everything that needs to be done as soon as that person walks in the door. This strategy can be overwhelming, for HR and new hires alike. Especially if the focus is on checking these things off the list as quickly as humanly possible.

So what if we took a different approach? What if, as business and HR professionals, we decided to slow down, back up, and do a little pre-boarding?

Make it a first class experience

It’s no secret that first class passengers get special treatment. They get on the plane before everyone else. They have their own section, their own bathroom, and the super fancy snacks. As for the rest of us? We just stare longingly at those warm towels and champagne flutes as we’re being herded back to our sad, little seats.

How do you want your new hire to feel?

Like a coveted and special addition to the group? Or like a small cog in a crowded wheel? Investing a little bit of time into onboarding will go a long way to make the transition smooth, pleasant, and productive for everyone.

Start before they walk in the door

It’s hard to get excited about a party guest if you don’t know they’re coming.

If you’re not talking about your new hire before they start, you’re missing out on an opportunity to build interest and rapport with the rest of the team. Introduce your new person before he or she actually arrives. This can be done easily in staff meetings or via email, and will set the stage for recognition and positive interactions when they finally arrive.

Not sold on the idea? Consider this example of two very different first day interactions.

First class ticket: “Hey! You must be Mike, our new IT star. We heard you were joining the team!”

From the cheap seats: “Are you part of the cleaning crew? My garbage can is overflowing.”

It’s pretty obvious which scenario is better and more welcoming to your new hire. And it’s very easy to prevent the second scene from playing out.

Want to build excitement with new hires and current staff? Promote your new employees before they even walk in the door, and let the rest of the team know how they fit into the bigger picture.

Communication is key

Just because Tim is replacing Ann doesn’t mean that position will or should stay exactly the same. Take some time to create/update the job description in a way that will allow your new staff member to contribute their greatest value to the organization.

Once you’ve hired that perfect fit, communicate the news to your team.

Be open and clear. Let key people know what things might be different moving forward and why you’re excited about the value the new person will bring. This will avoid pigeonholing of your new hire and alleviate unnecessary comparisons to the person they replaced. It will also make the rest of the team comfortable with where they fit in and how their roles may change or adjust moving forward.

Be specific

When will this person start? Where will they be working? Who will be their direct supervisor?

If you’re a large company, it’s not necessary to alert the entire company on every single new hire, but certainly those on the new person’s team will want to know.

There’s nothing worse than leaving your employees in the dark on things that affect their working environment. Give your staff the information they need to be successful. The more they know, the more valued they feel, and the more excited they will be to welcome and mentor new team members.

Make it a group effort

Successful onboarding is a team sport.

You want your new hire to feel welcomed, valued, and excited about the possibilities. This means they need exposure to more than just their immediate supervisor and occasional training videos.

Bring your employee on with a little fanfare and a lot of interaction with the team. If you’ve got the resources, assign a mentor and/or accountability partner. Plant the seeds that will help your new employees grow into their positions and into the company.

And throw in some fun while you’re at it

Finding a great new employee is exciting. Everything is fresh and everyone is ready to jump in and get a strong start.

As a Human Resources professional, you play a key role in making sure onboarding in a way that is beneficial to the new employee, your current staff, and your HR team. A little pre-boarding excitement and first-class fun will go a long way to making sure that’s what happens.

There’s so much more to employee benefits than policies and premiums. A great benefits broker will make sure you, your employees, and your business are protected. Is your agent looking out for you? At Sonus Benefits, this is what we do for St. Louis employers every day.

Leadership + Management | By Tom Murphy,

Is Your Organizational Leadership What You Need it to Be?

Strong organizations need strong leadership. It’s as simple as that.

If you’re struggling to figure out if your company has the kind of leaders you need to take the organization forward, here are some key symptoms that can help you diagnose a potential leadership problem.

No one said it was easy

The thing about bad leaders is that they aren’t necessarily bad people. In fact, they can be some of the nicest people you know. But if the leaders in your organization aren’t thinking strategically, making tough decisions, getting your team fired up, and empowering them to succeed, they aren’t actually leading. And your organization may be suffering.

If you’ve got managers who seem afraid to commit to true leadership, you’ll need to help them get onboard. Or help them off the bus.

Note: If you are in a leadership position and the thought of doing either of these things scares you to death, you are part of the problem.

If you’re not in a leadership role but want to know if you’re working for a leader who can help you develop your career, you’ll want to start paying attention.

Leadership matters to everyone

Whether you’re at the top looking down or the bottom looking up, you’ll want to assess the effectiveness of the leadership within your business.

Take advantage of team sessions and one-on-one meetings to start asking some questions about where the company (and your future) is headed. Here are some to ask:

  • What is the company vision for the next 3 years?
  • How will you help get us there?
  • Are specific goals in place for the organization? For this department?
  • How will you measure and reward success?

Any great leader would be thrilled to be asked any or all of these questions.

If that’s not the case, you may be dealing with a weak or reluctant leader. And reluctant leaders often have a hard time performing the way you need them to.

Leaders gone AWOL

Great leaders may be ridiculously busy, but they always show up when you need them to. If you feel like your top people are playing hide-and-seek instead of follow-the-leader, you need to take a closer look at what’s going on.

Absentee leadership can happen for a number of reasons. Sometimes, people are just too comfortable. They’ve done their time and now they want to coast. Other times it’s the opposite. They could be overwhelmed by what’s going on in the organization and/or uncomfortable addressing certain circumstances or challenges. Or there could be something entirely different going on, such as a personal situation or illness they may be dealing with.

No matter the reason, an absentee leader isn’t what you or your employees need.

But it is an opportunity to showcase the kind of leadership you want to see in your organization. Don’t ignore the problem. Take action. Once you’ve discovered the root of the issue, then you can come up with a plan to address it in an effective and encouraging way.

Have those tough conversations, make those difficult decisions, and keep moving forward. That’s what leaders do.

But what if I’m just an employee?

You may not have the power to affect change at a company level, but you can make changes for yourself.

If you’re happy in your role but think you could benefit from some additional leadership in your life, start looking for it in other places.

  • Find a colleague you admire to be a professional mentor
  • Seek out opportunities to work with other teams and leaders in your organization
  • Volunteer for or participate in business groups in your community

If you still find yourself craving an environment that will allow you to innovate, try new things, come together as a team, and be inspired on the job, you probably won’t be happy until you’re in an organization with a strong leadership culture.

In other words, you may need to hop off the wrong bus and get on the right one.

And if I’m the leader?

Don’t sit still and watch your people walk out the door.

Start by giving your leaders the skills they need to excel in their positions. Then step up your own game and be the leader your organization needs you to be.

Your team is counting on you.

Recruiting and retaining employees is easier when you can proudly offer a comprehensive benefits plan that makes your team members feel as valuable as they are. At Sonus Benefits, we build cost effective, long-lasting employee benefits strategies to keep your business and your employees in optimum health. Our goal is to take your business where you want it to go.

 

Employer/Broker Relationship | By Scott Schulte,

Why Innovative Benefits Brokers are Worth Their Weight in Gold

Employers need improved results more than ever before. And the demands on Human Resources Departments have never been more complex.

Let’s face it. Today’s employers are navigating some very complicated circumstances— with increasingly more at stake.

You want to take control

Every business needs to control, at least to some degree, several things related to employees and employee benefits:

  • The cost of their benefit programs
  • Time demands associated with administering and servicing the programs
  • Organizational goals related to the employee benefits strategy
  • The ROI on insurance programs
  • The ability to attract and retain talent
  • Levels of morale and employee engagement

Historically, insurance brokers have only focused on the first two items related to the cost and service of the benefits. But as the needs of employers change, so too should the services provided by insurance consultants.  

A simple policy won’t cut it

A great employee benefits consultant will be intimately familiar with:

  • The finances of your benefits program
  • Who your employees and their families are and the needs they have as a group
  • The choices you made in selecting the plan design as it relates to the needs of your employees, the values of your organization, and your financial considerations
  • Benchmarking ideas of how you compare to others in your market

If you’re working with someone innovative, your insurance agent should be one of the first people offering ideas and advice on how to help you take control over many aspects of your employee management programs. But brokers like this can be hard to find.

So how do you tell a basic broker from an innovative one?

Just the basics

Typical, basic brokers are more like middlemen. They tend to focus simply on insurance products and the reactive service they provide to businesses who need group benefits.

Want to know if you’re dealing with one? See if you recognize some of these common sales pitches:

“We have great relationships with carriers. Let us give you a free insurance quote and see if we can beat your price.”

“Nobody provides better service than we do. We’ll be like an extension of your HR department.”

“Look at all of the ‘free stuff’ we’ll give you if you become a client!”

A broker who focuses on product and price will deliver just that. They’re much more interested in selling you something than in solving your HR and business problems. Organizational improvement stuff takes time, effort, and lots of listening. Delivering once-a-year policy quotes and waiting for commission checks is WAY easier.

The full meal deal

Innovative brokers are business consultants who use their expertise to help employers create strategies for better alignment between HR and company goals.

Yes, these brokers are committed to providing the right insurance solutions at the right price, but they also understand that insurance is just one part of the answer their clients really need.

Instead of showing up with a standard sales pitch and a spreadsheet, innovative brokers will show up with a bunch of questions to get at the heart of what you really need. These folks are genuinely interested in your business, and intensely focused on uncovering what things may be holding you back.

Best of all? Instead of hitting you with an insurance product and price scenario, they’ll come back with custom solutions to address your most pressing HR and organizational issues. In some cases, they’ll identify and fix problems you didn’t even know you had.

Choose carefully

When deciding who you want to work with, think about the conversations you’ve had with your current and/or potential broker.

If the time spent talking with them is all about carriers, products, prices and spreadsheets, you’re dealing with a basic broker.

If the time spent talking with them centers around you, your HR and company goals, your employees, and your strategy, you just may have found yourself an innovative broker. Test it out by asking yourself these questions:

  • Has this person explained how he or she will help me improve these things?
  • Have they made a clear distinction between the insurance carrier and their own advising services?
  • Are they bringing up fresh ideas and solutions I never knew were available?

Yes? Awesome!

But before you sign on the dotted line, make sure it’s not just innovative talk. Follow all the way through the process.

  • Have your key needs and issues been identified, prioritized and addressed?
  • Are you confident this person knows how to help you make these things happen?
  • Have logical, helpful solutions been presented?
  • Is there a plan/timeline for implementation?

If not, you may be dealing with an insurance salesperson disguised as an innovative broker. This is a big difference.

When you find that employee benefits broker who develops a strategy to help you drive better overall business results, and then builds a plan of action to make sure those results are predictable and manageable, you can stop looking.

You’ve found gold.

 

At Sonus Benefits, we build cost effective, long-lasting benefits strategies to keep your business and your employees in optimum health. Located in Kirkwood, MO, we help clients throughout the greater St. Louis area identify and manage complex employee benefits challenges. If you would like help managing your employee programs, we may be the insurance consultant and business partner you need.

 

HR Strategy | By Sonus Benefits,

Is Your HR Team Sitting at the Kids Table?

Way too many HR professionals aren’t being allowed to live up to their full potential. Are you one of them?

Maybe you have valuable insight about how the employee benefits plan is working. Or ideas about how to streamline the recruitment and hiring processes. It’s possible you even have strategies for how to improve employee engagement, retention, and company culture.

But at the end of the day, your contributions aren’t being heard. And as long as your HR department is perceived as a paperwork pusher and/or rule enforcer, and not a strategic business partner, you’ll be forever stuck at the kids’ table.

So just how DO you earn a seat in the boardroom?

The View from the C-Suite

HR departments are responsible for hiring, firing, compensation, payroll, onboarding, benefits administration, enforcing company policy, etc. For the most part, the C-suite just wants to know that these activities are occurring smoothly and efficiently. Therefore, many HR departments focus on improving their processes and engaging with people.

But sometimes leadership has a different view of things. Your CFO is focused on the balance sheet and the profits statements, your CEO is concerned with the strategic direction of the company, and your high level managers can be preoccupied with their own divisions and teams.

Leaders spend their days addressing issues around profitability, ROI, productivity, and market share. As a result, they may not be as focused on people and processes as they are on results and strategy.

In other words, if you want to be heard, you need to speak the right language.

Is Your HR Team Fluent in CFO?

Here’s a quick, and familiar example we’ve seen when working with our clients:

The head of HR for a medium-sized business wants to switch employee benefits providers. He has a recommendation for who he wants to go with and why. He makes this suggestion on multiple occasions to the CFO, but she drags her feet. Finally, she tells him that she’s crunched some numbers and it’s not feasible to switch at this time. Nothing happens.

Another year goes by. HR becomes increasingly frustrated and the CFO is leaving valuable business insight on the table.

Now let’s pretend that the head of HR “speaks fluent CFO.” In preparation for his employee benefits plan recommendation, he will do the following:

  1. Consult with a first rate benefits advisor. A good broker or advisor can help tailor a solution well-suited to your company and help you build the case for change. In this example, the head of HR knows the broker has helped draft several recommendations in the past, so he trusts this person to guide the process.
  2. Calculate costs. Realizing the CFO will want to calculate ROI, compare the cost of current plan with the proposed plan. The difference, plus any costs for switching over, is the added investment in change. A great benefits consultant can help with this also.
  3. Estimate savings. Look for gains that will happen when the changeover occurs. For example, perhaps plan administration costs will decrease. Or maybe the benefits will be more lucrative to current and future employees, facilitating talent acquisition and decreasing turnover.
  4. Explain the numbers in the context of the company vision. Numbers alone don’t always tell the whole story. Demonstrate how the proposed changes help fulfill long-term, strategic goals for the company. For example, becoming an industry leader (long-term goal) requires a top team of talent (intermediate step). Explain how the change will help fulfill the company vision by attracting and retaining much-needed talent.
  5. Review responsibilities. To meet the company’s responsibilities as a plan sponsor, HR needs to have a good understanding of compliance issues such as COBRA, HIPAA, and ERISA. Make sure you have all of these bases covered. You’ll also want to have a well-thought-out strategy for how you will roll out, administer, and communicate the new plan. Provide timelines, tasks, and responsible parties or departments. This will help ease any fears about the transition process.
  6. Put it all in writing. Even if you’re providing all of the details up close and in person, chances are your leadership team will want something they can sit down with and review. All key statistics and research, including numbers needed for an ROI analysis, should be included.

Once all of these steps have been completed, it will be easier to make a solid case for change.

You don’t have to do it alone

HR teams don’t typically have an abundance of idle time, and research and preparation can be a tall order— especially for a department that is already stretched thin.

Finding the relevant numbers and reviewing fiduciary responsibility alone can suck up a lot of time if these are tasks you don’t do regularly. This makes step one critically important. Consult with a trusted benefits advisor. Their experience in such matters can be an invaluable timesaver when making the case for change.

If your insurance agent isn’t giving you what you need, do yourself a favor and find a benefits consultant who will.

At Sonus Benefits, we build cost effective, long-lasting benefits strategies to keep your business and your employees in optimum health. Located in Kirkwood, MO, we help clients throughout the greater St. Louis area identify and manage complex employee benefits challenges. From tailored benefit programs to human resource management services, we’ve got you covered.

HR Admin | By Guest Author,

Benefit Administration Systems: 3 Features to Look For

*Guest blog content provided by freshbenies.

 

How many Benefits Administration systems did you work with last year versus 5 years ago? Like you, we’ve seen a few different companies with multiple options over the years– and a lot more in recent years. They’re getting smarter and more efficient, and that’s good because today, most medium to large-size employers already have or are considering a benefit administration system.

Of course, the goal is to deliver benefits to employees in a more efficient manner, and we should be prepared to help with the decision-making process.

On that note, here are 3 key areas of functionality to consider when reviewing a new or current system.  

  1.  Consolidation of services – with support!

The system should handle multiple carriers and offer enrollment for all employee benefits. This involves seamless connectivity for eligibility feeds to all carriers. The “holy grail” everyone is looking for is integration with a payroll system. True integration allows for one point of input for employee information, plus payroll deductions carried from the benefits system to the payroll system (That would make life a little easier, right?).

Also, while good software is crucial, support when things go wrong (because they will) is just as important. Some questions to ask include:

  • Are account management and technical support available when setting up feeds?
  • How are errors, reconciliation and auditing of data handled?
  • What compliance reports are available?
  1.  Paperless, self-service enrollment

The trend is headed toward paperless and self-service enrollment. What specific features are required to meet this need?

  • Employees should be able to enroll in all benefits via the system, including voluntary benefits with the necessary restrictions for participation.
  • Benefit descriptions should be easily available in the system or via links.
  • HSA and FSA contributions should be captured.
  • Costs should be presented on a “per paycheck” basis.
  • Defined contributions will require credit bank functionality so employees can shop for benefits and use credits.

Bonus functionality would allow employees to order ID cards, update addresses and change benefits due to qualifying events. HR should be notified when a change is made and be able to track these changes in a date range. Based on the love affair Americans have with their phones, the demand for systems with mobile app enrollment will likely increase. Ask if the system offers this technology now or plans to in the near future.   

  1.  Content management – external and internal streams

As they say, content is king. Cutting-edge systems will allow for delivery of critical messages and serve as a central repository for relevant news and updates. This will be an important trend going forward because it facilitates efficient communication between benefit advisors and employers, as well as between employers and employees.

Internally, the employer can deliver useful information to employees and draw them to the site. Where do employees go for information now and how can the system help provide a better, more convenient information source? The portal can also include health and nutritional information, new medical breakthroughs and lifestyle information as a start.

We all know how hard it is to sort through emails and take note of all the information they contain. The importance of a central go-to information source will only increase for you and your employees.      

There are many systems out there that provide a varying mix of these functions. It’s important to discuss these possibilities with your employee benefits broker as part of your overall benefits strategy.

 

At Sonus Benefits, we build cost effective, long-lasting benefits strategies to keep your business and your employees in optimum health. Located in Kirkwood, MO, we help clients throughout the greater St. Louis area identify and manage complex employee benefits challenges. If you want help managing your employee programs, we may be the insurance consultant and business partner you need.

 

Find the original article here. (freshbenies helps employers and employees take the headache out of healthcare with telehealth, doctors online, advocacy, Rx savings (and more)… all in one easy membership.)

Culture & Community | By Sonus Benefits,

How to Flu-Proof Your Organization. Or at Least Try.

Nothing strikes fear in the hearts of workplaces like the dreaded F-word. You know the one. Flu season. Just reading it is enough to make you want to run out and buy a gallon of hand sanitizer.

Nobody wants to get the flu. And no one wants to see it ripping through their organization. Not only does it make people miserable, it can also make businesses run miserably.

A bout of the flu typically lasts one to two weeks. That’s a lot of missed work! Estimates have put the cost of lost productivity due to flu season as high as 15 billion dollars. That’s enough to make any business owner feel sick.

Luckily, there are ways to help mitigate the damage. And with the health of your employees (and your business!) on the line, they are definitely worth exploring.

1.) Adopt healthy habits

Exposure to the flu isn’t always obvious. People can be contagious without even knowing it. When flu season rolls around, it’s good to establish (or re-establish) healthy office habits that help prevent transmission.

Good Hygiene – Encourage frequent hand washing. Keep hand sanitizer, tissues and disinfectant readily available. Remind people to cough and sneeze into the crook of their arms and not their hands.

Sick time – Offer paid sick time and make sure everyone (including you) knows it’s okay to use it. Make it clear that sick employees should stay home, especially if they have a fever or other flu symptoms. “Working through the flu” may seem admirable, but the ROI just isn’t there. Not only are sick employees less productive, they’re much more likely to spread their misfortune to other staff members. Employees who stay home can help prevent the domino effect.

Remote work – If your employees have the ability to work from home, flu season is a great time to let them take advantage of it. If they are feeling under the weather, they don’t have to make that difficult decision about whether or not to trek into the office. And if they’ve got sick kids or other family members, remote working can offer some much needed flexibility.

Hold fewer meetings – If the flu is spreading like wildfire, throwing a bunch of employees into a room together and closing the door is the equivalent of creating an office Petri dish. Assess which meetings need to happen and which ones don’t. And consider using conference calls, video chats, or other technology to make them happen.  

Skip the handshakes – A good, solid handshake is a business staple. But if it’s contaminated with and undetected virus, you’re better off skipping it. Encourage employees to skip the shake. A smile, nod or wave will often do the trick.

2.) Encourage immunizations

Flu shots are no guarantee that you won’t get sick, but they definitely help. Studies show that the flu vaccine reduces the risk of flu illness by about 40% to 60% among the overall population.

Yes, it IS true that you can get the flu even if you get the vaccination:

  • If you were exposed to the flu before the shot.
  • If you are exposed to the flu before the vaccine has time to do its job (1 – 2 weeks)
  • If you are exposed to a strain of the flu that isn’t covered by the shot
  • If you have a compromised immune system

But there are some serious upsides to getting vaccinated. Studies show that flu vaccines not only reduce the risk of influenza, they also:

  • Make your illness milder if you do get sick
  • Reduce the risk of flu-related complications and deaths
  • Protect pregnant women and reduce the risk of flu illness in their babies for several months after birth
  • Protect the people around you, including babies and children, elderly people, and individuals with certain chronic health conditions.

One study showed that flu vaccinations reduced deaths, ICU admissions, and overall duration of hospitalization stays for flu patients.

If you could reduce the number of employees with the flu by 40 – 60 percent, would you do it?

As an employer, you can reduce the risk of a flu outbreak by encouraging immunizations. You may even want to go an extra step further and host a flu shot clinic, making it easy and convenient for employees to get their shot. If cost is a barrier, consider subsidizing or covering the expense. It’s a small price to pay for a healthier workplace.

Is your benefits broker also a compliance consultant? How about a trusted business partner? Are you confident your policies and processes are doing what they need to ensure that your company—and your employees— are healthy and productive? At Sonus Benefits, this is what we do for St. Louis employers every single day.