We often ask employees to be innovative. To develop and implement new ideas and concepts so we can promote growth in our schools and churches. We want our students and community to know that change doesn’t have to be scary but empowering.

But when it comes to healthcare insurance and employee benefits this strategic asset can be overlooked. In fact, we come across many opportunities to improve program designs but are met with employers who are hesitant to make changes, despite the cost-saving potential.

Sympathizing with the challenges of change. 

Employers can feel hesitant to make changes to their benefits programs for a variety of reasons. Some feel changes to the program will be too time-consuming or the disturbances caused by a change, big or small, may outweigh the advantages. Others may worry about how change could affect employees and company culture.

Those employers who are interested in innovative solutions to better their program may have brokers who aren’t. Brokers who are more comfortable being reactive with plans and sticking with what they know, instead of being proactive and producing a strategy that better fits the needs of the organization.

This can make even the most innovative employers reluctant to change.

Recently we were able to improve a client’s plan by coming in 20% below the broker’s current rate. We were able to strengthen their plan and reduce the costs by using a unique solution their broker was not aware of, leaving the current broker at a loss because the new strategy was better in every regard.

In these situations, brokers often engage with employers, telling them to remain skeptical while they search for answers. This can be confusing and stressful for employers and can cause them to question their decisions, delaying or even denying changes to their program that can improve employee experience and lower costs.

Helping employers feel more comfortable in these scenarios is important. Innovation comes naturally in all areas of our workplace, except when it comes to healthcare and employee benefits. This is a problem.

The proposed changes will save this organization money. And because costs aren’t getting passed onto employees, their employees will save money too. There are no holes in what we do. We were able to offer rebates, contracts, and bulk purchasing to help lower costs. With bulk purchasing you can save up to 10 to 15%, which was a big part of the savings we established for this organization.

We are confident in our strategies and we are used to discovering innovative, effective benefit solutions. We also know how important culture and mission are for employers and how difficult change can be. Managing your benefits program in a different way can be intimidating, especially if your broker isn’t familiar with the mechanisms.

Gain the confidence you need to improve your benefits program.

If you find yourself in this scenario and are worried about a new solution for your program, there are steps you can take to ensure you’re decision: 

• Talk to your broker and/or advisor about the benefits and risks until you truly understand the strategy. 
• Talk to your peers who are trying this kind of innovation and see what results they are getting with their plans. 
• Ask for references. An advisor or broker who is suggesting an innovative change should have case studies, success stories, and clients who are willing to share outlooks. 

Being innovative with your benefits program can be intimidating. Talk to your peers, talk to your advisor and when you have the information, data, and references you need, take another look. Improving efficiency, lowering costs, and gaining a competitive advantage can be done with appropriate changes.

If you are looking for more information about innovation in your benefits program, let’s chat. We want you to feel comfortable with all of your benefit decisions.

Offering healthcare insurance is an important decision for any business. Designed with your organization’s unique qualities in mind, your plan needs to protect the health and wellbeing of your people and their families. Ideally, offering the best coverage available, while aligning with your organization’s financial goals.

For many small churches and Christian schools, the importance of optimizing every benefit dollar is essential. Even small increases in costs can mean dramatic changes for these organizations. To recover from unexpected expenses churches need to rely on an increase in donations or look for alternative sources of income and schools often need to increase tuition, which directly affects the families and students who attend.

You need flexibility in your benefits program.

Some churches are being led incorrectly by advisors who feel restricted by rules and regulations that other businesses need to adhere to. These advisors may not be aware that churches have certain regulations that don’t apply to them, or if they are aware, they don’t want to put in the effort to make those changes. This is an area that is often overlooked, that flexibility needs to become a reality for these churches.

Your advisor needs to know the variables that come into play when designing an insurance plan for your church or school. For example, some schools will pay teachers throughout the summer, while others don’t. This can impact policies and payrolls. It is critical your advisor understands these intricacies ahead of time.

When expanding into full benefits your advisor should be familiar with regulations for disability policies, enhanced benefits, cost-sharing options, and more. These options are very unique to schools and churches and need to be strategically planned and implemented. 

In these types of environments where your culture or mission is what attracts your workforce, not necessarily your payroll, it is important to ensure you know your options.

We have talked with schools where their families are paying $2000 a month in insurance because the organization has tried to go the route of a traditional business. That’s $24,000, when they may only make $30,000 a year in salary. This is unsustainable, unreasonable and can impact your organization’s ability to retain and recruit top talent. 

You need long-term solutions for your people. 

You need to work with an advisor that knows your organization from the ground up, that can come in from your standpoint. You need an advisor who knows your organization’s financial status and can help ensure you are offering the most appropriate, effective, and affordable benefits to your people. 

Specialty advisors, like us, know how churches, Christian schools, and universities work. We can recommend unique solutions to provide cost-effective and sustainable solutions for you and your employees. Solutions that can: 

• Help protect your organization from the effects of unexpected cost increases.
• Provide transparency so you can take back control of your healthcare spend.
• Generate cost savings that can be used for your school, teachers, church, and/or community.
• Create competitive benefits programs that work for your unique workforce, while maintaining affordability.
• Support you and your people in every aspect of the program, so you can focus on teaching the next generation.

Your mission is important. 

The value of working with someone that has a similar mind and framework is unmeasurable. Tactically speaking, any advisor can figure out the system. They can offer a complete health insurance program for your organization, but if they don’t truly understand the nuts and bolts of your church or school, can you trust they are doing everything they can to protect your mission? 

We understand your finances and understand what your people go through on a day-to-day basis. Your benefits should be as unique as your organization.

We can create an ecosystem that helps you at every turn, we plan for the future and take care of the present so you can focus on helping your people and leading your organization.