Making the Right Choice: Decision-Support Tools from an Employee’s Perspective
Jul 26, 2018 | Benefits Decision Support|
You know what decision-support tools can do for your organization and your HR department, but from an employee’s perspective, how do these complex digital tools help them?
Decision-support tools help the employer in a number of ways, starting with the algorithms they use sending more employees to plans with higher deductibles in exchange for lower premiums, which cost less overall on a health insurance system than other plans. Employees are much more likely to be engaged with leadership in open communication if they know they’re covered and exactly what their health insurance does for them.
Lower costs for employers trying to cover their workers, a more engaged, motivated staff, a more cohesive working environment—the list of the benefits of decision-support tools for employers goes on. But what about from an employee’s perspective? What’s in it for them?
Decision-Support Tools Give Employees What They Want
Let’s start with the obvious. Employees want the right healthcare coverage and benefits for themselves and their families. They don’t want to do a full investigative report on each and every health insurance plan by themselves to find the perfect fit, and they don’t want to be matched with the wrong coverage.
Finding the best option and knowing the costs and risks up front is crucial. Decision-support tools present this information in different ways, requiring different data inputs. Looking at the health insurance decision from an employee’s perspective, they want the best option without spilling out their entire life’s story to get it. So an employee wants a balance: a comprehensive list of all the options optimized to their needs, no in-depth research or 20-page questionnaires needed.
Making the Right Choice
Decision-support tools of course can improve employee engagement and lessen the burden of choosing a health insurance plan every year—you knew that. But as an employee, knowing ahead of time that you’re going to be presented with the best possible options for your situation is a big boost. You’d be more thoughtful about your health insurance plan, wouldn’t you?
That’s the big win-win: when employees know they have the best benefits package and insurance for themselves and that they will have another chance to improve that package during a stress-free enrollment period next year, they’ll start worrying about other things, like their work. They also won’t simply check the same box they always check for their benefits package, saving you money by avoiding inefficient plans that don’t work.
The right choice for the employee is usually the right choice for the employer. It’s up to human resources and the company as a whole to help their employees live their best lives and show up to work every day happy, energized, and ready to take on the world. If they’re worrying about their medical bills, their vacation time sign-offs, their financial wellness, etc., they won’t work as well—it’s as simple as that. Decision-support tools can help make sure that they are getting the benefits they need without any of the fat they don’t.