In today’s competitive job market, companies need to step up their game and move away from the basics. Compensation will always be king, this won’t change for the foreseeable future. 

That being said, an outstanding, well-rounded benefits plan can tip the scales when it comes to swaying candidates who are stuck between offers, candidates who are vetting where to work, or even catching the eye of the casual LinkedIn member.

For all the business owners and Plan Sponsors out there – did you know your employees/Plan Members are being encouraged to spend your money?

In the competitive world of group benefits, differentiating yourself is a key to success. There’s no shortage of eager advisors looking to drum up business, so how exactly do you set yourself apart?

As a Group Benefits provider of 10+ years, we’ve seen a lot of amazing advisors come through our virtual doors and they all share one key distinction.

They aren’t order takers.

The new Benefits Canada Survey just launched, but insurers have missed the boat on the industry trends and their impact on most Canadian businesses.

Consider why you’re offering a group benefits plan. Is it only to keep your team’s teeth sparkling, bodies limber, and backs cracked? If so, then stop reading.

For most employers, that’s just the tip of the iceberg. For them, a group benefits plan protects, supports, and takes care of their team for the long run. If that sounds like you, then let’s look at what goes into building benefits beyond health and dental.

We recently heard from an advisor about a group he was working with. They couldn’t be convinced to get a standalone HSA or go the ASO route, so he got them a typical extended healthcare quote from an insurance company that happened to include a $500/year HSA.

What happens next will shock you.

When it comes to group benefits, we obviously search for the most well-rounded, flexible plan that will give us exactly what we need. Often, this turns into a plan that is quite inflated with “perks” to create perceived value.

One of these so-called perks is a benefits card.

But is it beneficial?

What if you’re a small business owner who can’t justify paying the price tag on your own health and dental insurance plan? What do you do?

Some advisors pitch Association Group Benefit Plans as the best choice, particularly for small businesses. These plans are set up like traditional group insurance plans but are delivered to a group of businesses through professional associations. So, what's the catch?

A major misconception about group benefits: you don’t have to wait ‘til renewal to make changes. Whether that be changes to your current plan or switching providers (which, especially if you have a premium-based plan, you really should look into).

Your renewal is just a reminder for premium-based benefits providers that they should show you some usage numbers and try to justify increasing your costs.