More changes are planned for the health care industry and as a producer, you don’t want to be left behind. There are actions you can take to not only survive but actually thrive in today’s market. Check out these four tips on how to stay relevant by offering more services to your client, as discussed in a 2015 article by the Institute of HealthCare Consumerism:
Expand your role beyond benefits advisor. According to the article, gone are the days of producers providing mostly transactional-type employee benefit services to their clients. To remain relevant, you must be prepared to advise beyond benefits, on more complex issues such as regulatory issues and reporting requirements. Employers need help in this area and you are in perfect position to help them.
Educate yourself beyond your specialty. In addition to providing assistance with ACA requirements, today’s employer wants their producer to look at their company as a whole and at everything connected to it that may affect employee benefits. “They want business solutions and not just employee benefit plan advice.” We addressed some of the ways producers can stay informed on current healthcare and business news in a recent article President David Zanze wrote in Cal Broker magazine.
Help them find additional resources. Because many employers do not have the adequate human resources staff to manage the many complex issues they need to deal with, they look to help from third parties to provide those services. You can help your clients identify what type of resources they need and course of action to take, as well as provide assistance with executing the plan.
Help fix gaps in processes. Taking a look at your client’s administrative processes and identifying gaps that exist can be extremely valuable to an employer. For example, as the article states, by reviewing their systems, you may find a way to eliminate paper in the benefit enrollment process or discover a gap in their payroll, time, or attendance systems, which is providing a third party with incorrect data. Gaps like these can result in an employer paying unnecessary costs or receiving penalties if the gap remains unresolved.