You've likely encountered this challenge: employers managing health,
Too often, I see organizations falling into this trap, with health benefits handled by one team, retirement plans by another, and workplace safety relegated to yet another department and third-party consultant. This fragmented approach creates blind spots that prevent employers from
Advisers like you have the power to change this. Breaking down these silos and fostering collaboration between benefit consulting silos isn't just a strategy — it's a necessity. Employers that fail to do so risk losing talent, facing avoidable expenses and ultimately falling behind along an increasingly competitive landscape.
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I've seen firsthand how operating in silos can hold back organizations. Employers struggle to connect the dots between different aspects of their workforce's needs. For instance, employees with unmanaged health conditions may end up delaying retirement, which leads to higher wage and healthcare costs for the employer. Meanwhile, workplace safety risks often stem from underlying health issues that aren't being addressed. These challenges can't be solved in isolation. They require a holistic approach.
When silos are dismantled, the benefits become clear. I've worked with organizations and their advisers that discovered major cost savings simply by bridging gaps between their benefit programs. One employer found nearly a million dollars in unnecessary healthcare claims within a single month by connecting health plan information with employee data. Another uncovered safety risks tied to overuse of prescription medications among workers in high-risk roles. Addressing these issues required collaboration across teams — not a piecemeal approach.
But it's not just about cost savings. Breaking down silos allows employers to better support their employees, which leads to higher satisfaction and retention. Employees who feel their needs are holistically understood — whether it's through better health benefits, financial planning support or workplace safety measures — are more likely to stay with an organization and perform at their best.
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Modern legislation makes this approach even more vital. Laws like the Consolidated Appropriations Act (CAA) and removal of gag clauses require employers to have a clearer understanding of their benefit programs and how they're working — or not working — for their employees. Operating in silos makes compliance harder and increases the risk of missteps.
As advisers, you have a unique opportunity to help employers shift from a siloed mindset to a more integrated one. Start by helping them ask the right questions: How are their benefit programs connected? What are the gaps? Where are the missed opportunities to better serve their employees? These conversations can spark a new way of thinking and pave the way for meaningful change.
Employers don't have to solve everything at once. The path forward begins with small, deliberate steps – bringing together teams, creating shared goals and fostering collaboration between departments. Your role as an adviser is critical in guiding them through this process and showing them the advantages of thinking beyond silos. It starts with you as the adviser, leveraging data across specialties and collaborating with those outside your expertise.
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Breaking down silos isn't just about improving operations or cutting costs. It's about creating workplaces where employees feel valued and supported, where resources are used wisely and every benefit program works together to meet the organization's goals. The future of benefits management depends on this shift, and together, we can make it happen.
