Employee Benefit Adviser - July/August 2019

In a largely male-dominated profession, these leaders stand out for both professional and personal reasons.

Soft perks and benefits emphasizing experiences over financial protection are meeting changing employee expectations — and sweetening talent management strategies beyond traditional offerings.

Persevering through setbacks, these advisers are leveraging their experiences to help employer clients reach their potential.

One of the most powerful and effective opportunities is market segmentation. Here’s how to do it.

Advisers need to put clients and prospects at the center of their online conversations.

Moving to the C-suite is imperative if you want to become one of the advisers winning bigger groups from bigger competitors.

The best bet for small and midsize companies is to use a third party that doesn't sell insurance products or receive commissions when clients select products.

The retail giant is expanding paid leave and boosting backup care benefits to its workforce.

The company’s 1,300 clients will now have access to an education benefit that can help organize the college planning process.

Employers are interested in rolling out pet insurance and long-term care benefits, but more are seeking out this offering for their workers.

Small- and medium-sized companies will have access to the software platform’s database of benefit advisers.

The service aims to help benefit managers ease the administrative burdens of using multiple health and wellness vendors.

By giving employees tools to more efficiently manage their personal finances, employers can gain increased productivity and a more focused, satisfied workforce.

More than 8,000 employees have enrolled in the benefit since the accounting and consulting firm launched its program in 2016.