Benefits Change Management Communications

Posted by:

Communicating a benefits take away is always a challenging exercise.  However, if it is done properly and within the parameters of a well-designed communications strategy, the outcome need not be negative.  When communicating any change in coverage to your plan members, the communication process should be well thought out and the message should be clear and concise.

Anytime a change to the benefits program is being implemented the communications should provide the following information:

  • Clearly identify which benefits are changing and what the changes are
  • Advise employees when the changes will take place

Part 9: What Roadblocks are Preventing your Benefits Plan from Evolving?

Posted by:

AQ Group Solutions is proud to present The AQuity 360 Blog Series as part of The AQuity 360 Program, helping you to avoid The Reactive Decision Trap. Read this series to see how your organization can build a human capital strategy that proactively aligns with your business strategy and goals.

Part 9:  What Roadblocks are Preventing your Benefits Plan from Evolving?

We understand how daunting the prospect of researching and executing a change in your employee benefits plans can be.  However, in order for a plan to retain its value and remain relevant, it is crucially important that as human capital demographics, pharmaceutical and health environments change, so should employee benefit plans change.

The AQuity 360 Blog Series – Part 4: The Reactive Decision Trap

Posted by:

AQ Group Solutions is proud to present The AQuity 360 Blog Series as part of The AQuity 360 Program, helping you to avoid The Reactive Decision Trap. Read this series to see how your organization can build a human capital strategy that proactively aligns with your business strategy and goals.

Part 4:  Are you caught in the Reactive Decision Trap™?

When decisions about your employee benefits plans and wellness initiatives are made based on limited data and budget pressures, repercussions can be significant in terms of cash outflow and lost productivity.  We refer to this as the Reactive Decision Trap™.  Like any trap, it is dangerous and costly.  Sometimes it is difficult for an organization to see that they are in the trap, especially if they are inaccurately measuring the success of their benefits plans.

Healthcare Consumerism

Posted by:

Every article I read regarding provincial drug reform leaves me with the same question: are we hanging our hat on the hope that this is the answer to drug plan sustainability?  With changes to drug plan management not keeping pace with changes to the pharmaceutical landscape, traditional cost management tools eroded by inflation and becoming less effective with every annual increase to health care premiums, employers are scrambling for solutions to the increasing cost of providing a comprehensive health care benefit.   It doesn’t appear that the proposed reforms are going to be the answer.  Until plan sponsors, advisors, administrators, claims processors, pharmacy providers, government and the drug manufacturers all step out of their polarized positions and work together to resolve the issue of drug plan sustainability, there is no imminent solution.  This leaves plan sponsors “holding the bag” and the bag is getting very heavy.

Advocating for your Employees

Posted by:

A well planned and executed mediation service in a benefits plan provides employees with a third party single point of contact for claims resolution and advocacy. This confidential service ensures that the privacy of employees remains intact, alleviates additional work from the Human Resources or Finance areas of a business and mitigates any potential liability for the employer by removing their involvement in the claims process.