Supplement Benefits

Over the last eight to ten years, supplemental health programs—such as accident, critical illness, and hospital indemnity insurance—have evolved from a consideration to a strategy that closely aligns with core benefits during open enrollment. The increased availability of supplemental health solutions is a positive sign, providing employees with a stronger safety net against the financial risks of higher medical deductibles and out-of-pocket medical expenses.

Market Growth and Trends

Supplemental benefits are as needed today as ever. The growth has been substantial:

2009-2019:

• Critical Illness: 14.12% CAGR
• Dental: 9.44% CAGR
• Term Life: 8.04% CAGR
• Accident: 5.02% CAGR
• UL/WL: 4.71% CAGR

Post-2019 (despite COVID headwinds):

• UL/WL: 7.25% CAGR
• Critical Illness: 6.41% CAGR
• Hospital Indemnity: 5.73% CAGR
• Term Life: 1.95% CAGR

The Utilization Challenge

According to actuarial filings over the last five years, supplemental health premiums have decreased, yet the voluntary benefits industry continues to face headwinds. Many employers are seeing lower-than-expected utilization with some supplemental plans. There can be several reasons for this:

1. Employees forget they have the supplemental benefit they signed up for at open enrollment
2. Lack of communication between the employer and/or carrier and the employee regarding their policy and annual wellness benefit riders
3. Perceived complexity – employees assume filing a claim will be time-consuming, much like medical insurance, and never file
4. Downward rate deviations due to a carrier’s lower-than-average claim frequency over a specific time period (usually three years, depending on the state)
5. Lower operating costs among carriers

A Real-World Example

Last Friday, I spoke with a global company with over 100,000 employees to check in on their open enrollment. I met the CHRO at a focus group last year and suggested they consider a call center enrollment. She thought they could get by without it for one more year.

Her assessment? “It’s going okay, but with the changes we made, our employees may have benefited from using enrollment counselors.” This aligns with recent Eastbridge Consulting Group research indicating that employees may be shifting away from DIY benefits enrollment. Thankfully, employers and brokers have many enrollment options available. I scheduled a follow-up call with her team for January to explore their options.

The Power of Communication and “Nudging”

Last year, I spoke with a focus group of employers about their employees’ wellness benefits and the low utilization of those benefits. After reviewing utilization reports from their carriers, I found that less than 8% had filed a claim in the last three years. Each employer was self-insured, so I knew it would be feasible to go back and file claims for their employees retroactively. After discussions with the carriers, they agreed to go back three years and pay any qualified annual wellness claim.

The lesson? Communicate, communicate, and communicate often.

I discussed the concept of “nudging” with the focus group—how it has been used in the US and around the world. Many global insurance companies have employed “insurance nudging,” using behavioral science to drive specific activities that enable employees to make better decisions. For over a decade, both public and private companies have used nudging to help drive employees to look at benefits differently.

Conclusion

When an HR department conducts a survey and receives negative comments about benefit utilization, it’s actually a valuable signal. There has never been a greater need for benefit communication than now. The data is clear: supplemental benefits remain essential, but without proper education, enrollment support, and ongoing communication, employers and employees alike miss out on the value these programs can provide.

In the realm of employee benefits, accident, critical illness, and hospital indemnity policies often provide a much-needed safety net. These policies not only cover the substantial costs associated with medical emergencies but also include wellness benefits designed to encourage preventive care. However, a crucial question arises: Are your employees fully utilizing these wellness benefits and submitting their claims annually?

Understanding Wellness Benefits

Wellness benefits, included in many supplemental insurance policies, are intended to promote regular health screenings and preventive care. These benefits typically cover expenses for routine check-ups, vaccinations, and screenings such as mammograms, colonoscopies, and annual physicals. The goal is to catch potential health issues early before they escalate into more serious (and expensive) conditions.

The Benefits of Filing Wellness Claims

Filing wellness claims not only provides immediate financial relief for employees but also fosters a culture of health and wellness within the organization. Regular health check-ups lead to early detection of diseases, better management of chronic conditions, and overall improved employee well-being. Healthier employees are more productive, have lower absenteeism rates, and contribute positively to the workplace environment.

https://www.jeffhyman.net/wp-content/uploads/2024/11/Wellness-Benefits-Stats-1-1.xlsx

Why Employees Might Not Be Filing Claims

Despite the clear advantages, there are several reasons why employees might not file their wellness benefit claims annually:

1. Lack of Awareness: Employees might not be fully aware of the available wellness benefits or the claims process.
2. Complex Procedures: The process of filing a claim might be perceived as too complicated or time-consuming.
3. Privacy Concerns: Some employees might be concerned about the confidentiality of their health information.
4. Perceived Value: Employees might not see the immediate value in filing claims for smaller expenses like routine check-ups.
5. Cultural Stigma: There can be a stigma associated with seeking preventive care, particularly for mental health issues.

Encouraging Employees to File Claims

Employers can take several steps to encourage employees to utilize their wellness benefits:

1. Education and Communication: Regularly inform employees about the wellness benefits available to them and the importance of preventive care. Use multiple communication channels, such as email, company intranet, and workshops.
2. Simplify the Claims Process: Streamline the claims process to make it as easy and quick as possible. Provide clear instructions and support for employees who might need assistance.
3. Promote Privacy and Confidentiality: Reassure employees that their health information will be kept confidential and explain the measures in place to protect their data.
4. Incentivize Wellness: Consider offering additional incentives to employees who utilize their wellness benefits, such as wellness challenges, rewards programs, or extra paid time off.

Conclusion

Ensuring that employees file their wellness benefit claims annually is crucial for both their health and the overall productivity of the organization. By promoting awareness, simplifying processes, and fostering a supportive culture, employers can help employees fully utilize their wellness benefits, resulting in a healthier and more engaged workforce.

In today’s fast-paced world, envisioning grand ideas, taking decisive actions, and implementing strategies swiftly is more crucial than ever. Adopting the philosophy of “Think Big, Act Bold, and Act Fast” can be transformative for individuals and organizations.

Think Big

Thinking big means daring to dream and envisioning possibilities beyond the ordinary. It encourages expansive thinking, pushing the boundaries of what you believe is achievable. When you think big, you open your mind to creative solutions and innovative concepts. This mindset allows you to set ambitious goals that inspire and motivate you to strive for greatness.

Tips for Thinking Big:

• Visualize Success: Picture your ultimate goal. Let it guide your purpose.

• Expand Your Horizons: Seek new experiences and knowledge to broaden your perspective.

• Surround Yourself with Inspiration: Engage with visionary thinkers and creatives.

Act Bold

Once you’ve established a grand vision, acting boldly is essential. This means taking calculated risks and making decisions that align with your aspirations. Bold actions can differentiate you from the crowd, leading to breakthroughs and new opportunities.

Tips for Acting Bold:

• Embrace Fear: Acknowledge fear as a natural part of stepping outside your comfort zone.

• Make Decisions: Trust your instincts, and don’t overthink; decisiveness can lead to rapid progress.

• Learn from Failure: Treat setbacks as learning experiences, not defeats.
  

Act Fast

In a rapidly changing environment, speed is often a critical factor in achieving success. Acting fast means being agile and responsive to changes and opportunities as they arise. It requires a proactive approach and the ability to pivot when necessary.

Tips for Acting Fast:

• Set Clear Deadlines: Create a sense of urgency around your goals to encourage swift action.

• Prioritize Efficiency: Focus on tasks that yield the highest impact, and eliminate unnecessary steps.

• Stay Flexible: Be prepared to adjust your plans as new information or opportunities emerge.

Conclusion

“Think Big, Act Bold, and Act Fast” is more than a mantra; it’s a strategic approach to achieving your goals and realizing your dreams. By expanding your vision, taking fearless actions, and executing your plans with urgency, you can create a pathway to success. Embrace this philosophy, and you’ll find yourself equipped to navigate challenges and seize opportunities.

Here are some Think Big Actions you can take to push yourself out of your comfort zone and pursue your goals:

1. Set Audacious Goals: Define ambitious and transformative goals that stretch your capabilities and inspire your team.
   
2. Embrace Innovation: Encourage creative thinking and be open to unconventional ideas. Invest in research and development to stay ahead.

3. Expand Your Vision: Consider global markets and how your products or services can cater to diverse audiences and needs.

4. Build Strategic Partnerships: Collaborate with other organizations, startups, or influencers to leverage resources and expertise.

5. Invest in Technology: Explore emerging technologies that could revolutionize your business model or enhance customer experience.

6. Cultural Transformation: Foster a culture of innovation in your organization, empowering employees to think big and propose new ideas.

7. Diversification: Look for opportunities to diversify your offerings by exploring new markets or product lines.

8. Long-Term Planning: Develop a strategic plan that includes future trends and potential disruptions in your industry.

Here are some Think Bold Actions you can take to push yourself out of your comfort zone and pursue your goals:

1. Start a New Venture: Launch a business or a side project that aligns with your passion or expertise, even if it feels risky.

2. Network Fearlessly: Reach out to industry leaders, attend events, or initiate conversations with people outside your usual circles to expand your connections.

3. Public Speaking: Join a speaking group or volunteer for presentations to build your confidence and share your ideas with a larger audience.

4. Take a Career Leap: Apply for a job or a promotion that seems challenging or out of reach; believe in your qualifications and potential.

5. Invest in Yourself: Enroll in a course, workshop, or coaching program to develop new skills, even if it requires significant time or financial commitment.

6. Speak Your Mind: Share your opinions in meetings, on online platforms, or social media, even if your ideas differ from the norm.

7. Travel Solo: Plan a trip by yourself to discover new cultures and challenge your comfort zone by navigating unfamiliar environments.

8. Launch a Creative Project: Create art, write a book, or produce content that reflects your unique perspective, and share it without fear of judgment.

9. Practice Mindfulness: Engage in practices such as meditation or journaling to reflect on your fears and confront them directly.

10. Set a Risqué Goal: Define a goal that feels intimidating but exciting. Break it down into actionable steps and commit to making progress.

11. Change Your Routine: Break away from monotonous habits. Try a new exercise routine, change your workspace, or shift your daily schedule.

12. Volunteer for a Cause: Step up to lead or contribute to a nonprofit or community project that resonates with you and has a positive impact on others.

Here are some Act Fast Actions you can take to push yourself out of your comfort zone and pursue your goals:

1. Rapid Prototyping: Create simple versions of new products or services and test them quickly in the market for immediate feedback.

2. Agile Decision-Making: Implement processes that allow for quick decision-making and adaptability to changing circumstances.

3. Leverage Technology: Utilize technology tools that enhance efficiency and streamline operations, enabling rapid responses to market changes.

4. Feedback Loops: Establish systems to gather and analyze customer feedback promptly, enabling immediate improvements.

5. Streamlined Processes: Identify and eliminate bottlenecks in workflows to enhance efficiency and expedite execution.

6. Deadline-Driven Teams: Foster a culture of urgency by setting tight deadlines for key projects to encourage prompt action and accountability.

7. Empower Teams: Enable team members to make decisions and take swift action without waiting for higher-level approvals.

8. Pilot Programs: Launch pilot programs for new initiatives to gather insights and adjust before a full rollout.

Combining these “Think Big” and “Act Bold’ actions with “Act Fast” can create a dynamic approach that drives growth and innovation.

Many companies have CEOs who arrive, stay five to twelve years, and then move on to the next CEO role. Aflac CEO Dan Amos arrived and stayed.

Aflac’s net income with Dan Amos as CEO is over $68 billion. Click the link below to read about his day as CEO at Aflac.

https://www.businessinsider.com/fortune-500-ceo-dan-amos-aflac-day-in-the-life-2025-2

In today’s fast-paced, hyper-connected world, emotional intelligence (EQ) has emerged as a critical skill for personal and professional success.

At its core lie two foundational pillars: self-awareness and self-management. These intertwined competencies empower individuals to navigate challenges, build meaningful relationships, and achieve their goals with clarity and resilience. This article explores their definitions, interconnected roles, practical benefits, and development strategies.  

Understanding Self-Awareness: The Mirror of the Mind

 Self-awareness is the ability to objectively recognize and understand one’s emotions, strengths, weaknesses, values, and motivations. It’s the conscious knowledge of how one’s thoughts, feelings, and behaviors impact oneself and others. Psychologist Daniel Goleman, a pioneer in EQ research, describes it as the “keystone” of emotional intelligence.  

Key Components of Self-Awareness 
1. Emotional Awareness: Identifying your emotions in real-time (e.g., “I’m feeling anxious about this presentation”).  
2. Self-Assessment: Objectively evaluating your strengths (e.g., creativity) and growth areas (e.g., impatience).  
3. Values Alignment: Understanding your core principles and whether your actions reflect them.  

4. Social Awareness: Recognizing how others perceive you through feedback and observation.  

Why It Matters: Self-aware individuals make intentional decisions, avoid reactive behaviors, and align their lives with their purpose. For example, leaders who acknowledge their tendency to micromanage can consciously delegate tasks to empower their team.  

Self-Management: Steering the Ship  
Self-management is the ability to regulate emotions, thoughts, and behaviors constructively, even in stressful situations. It builds self-awareness by translating insight into action.  

Core Aspects of Self-Management  
1. Emotional Regulation: Managing impulses (e.g., pausing before reacting angrily to criticism).  
2. Adaptability: Staying flexible in the face of change or setbacks.  
3. Goal-Oriented Discipline: Prioritizing long-term objectives over short-term gratification.  
4. Optimism and Resilience: Reframing challenges as opportunities for growth.  

Why It Matters: A project manager who stays calm under pressure, reassesses timelines, and motivates their team exemplifies strong self-management. This skill fosters trust, productivity, and mental well-being.  

The Symbiosis Between Self-Awareness and Self-Management  
Self-awareness provides the diagnosis; self-management is the treatment. For instance:  
– Recognizing you’re prone to stress (self-awareness) allows you to implement coping strategies like meditation (self-management).  
– Understanding your procrastination triggers (e.g., perfectionism) enables you to break tasks into manageable steps.  

Without self-awareness, self-management risks becoming rigid or inauthentic. Without self-management, self-awareness remains an untapped insight.  

Benefits in Personal and Professional Life  
1. Enhanced Decision-Making: Self-aware people avoid biases (e.g., overconfidence), while self-management ensures follow-through.  
2. Stronger Relationships: Managing reactions (e.g., active listening) builds empathy and trust.  
3. Leadership Effectiveness: EQ-driven leaders inspire teams, resolve conflicts, and foster innovation.  
4. Mental Health: Reducing emotional volatility lowers anxiety and improves life satisfaction.  

Strategies to Build Self-Awareness and Self-Management  
1. Practice Mindfulness: Daily reflection (journaling, meditation) helps identify emotional patterns.  
2. Seek Feedback: Ask trusted peers or mentors for honest input on blind spots.  
3. Pause Before Reacting: Use techniques like the “6-second rule” to breathe before responding. 4. Set SMART Goals: Specific, measurable objectives create accountability.  
5. Leverage Cognitive Restructuring: Challenge negative thoughts (e.g., “I failed” → “I learned”).

Conclusion: A Lifelong Journey 
Self-awareness and self-management are not innate traits but skills honed through practice. By embracing curiosity and compassion toward oneself, individuals unlock the power to lead authentically, adapt proactively, and thrive in an ever-changing world. As Aristotle wisely said, Knowing yourself is the beginning of all wisdom.  

Final Thought: Start small. Dedicate 5 minutes daily to self-reflection and gradually integrate these strategies into your routine. Over time, the compound effect of heightened EQ will transform both your inner world and outer achievements.  

This structured yet approachable guide balances theory with actionable steps, making it valuable for professionals, students, or anyone seeking personal growth. Let me know if you’d like to expand on specific sections!

Wishing you a Happy New Year filled with innovation, management insights, and digital marketing strategies! May this year bring opportunities for creativity, growth, and personal development. Here’s to a future fueled by technology, motivation, and the spirit of entrepreneurship.

hashtag#HappyNewYear hashtag#Innovation hashtag#Management hashtag#DigitalMarketing hashtag#Technology hashtag#Creativity hashtag#Future hashtag#Motivation hashtag#Startups hashtag#PersonalDevelopment https://www.jeffhyman.net

Sharing gratitude is easy. In fact, it takes little effort, but it may change the day of the person you show appreciation to and inspire them to share the same with others.

https://www.linkedin.com/posts/jeff-hyman-providingsolutions_gratitude-humanresources-management-activity-7266895856052625408-lovj?utm_source=share&utm_medium=member_desktop

In 2024, coverage for obesity drugs increased to 44% among employers with 500 or more workers, compared to 41% last year, the survey found.

Dive Brief:

• The average cost of employer-sponsored health insurance climbed to $16,501 per employee in 2024, up 5% from the previous year, according to results from Mercer’s 2024 National Survey of Employer-Sponsored Health Plans released Wednesday. Employers expect it to climb another 6% in 2025, Mercer said. 
• That increase is partially driven by prescription drug cost, which is the fastest-growing cost segment, according to a news release. Pharmacy benefit cost increased 7.7% this year, after rising 8.4% in 2023, propelled by greater use of GLP-1 drugs for diabetes and weight loss, the survey of 2,194 employers found.
• GLP-1s are nearly universally covered for diabetes but not yet for obesity treatment, although that share is growing. In 2024, coverage for obesity drugs increased to 44% among employers with 500 or more workers, compared to 41% last year, and 64% among the largest companies, up from 56% the previous year, according to the release.

Dive Insight:

“Employers doubled down on strategies to manage cost growth while finding ways to improve key benefits to support employees and their families in 2024, including expanded coverage for GLP-1 medications and fertility treatments,” Ed Lehman, Mercer’s U.S. health leader, said in a statement. 

Tracy Watts, Mercer’s national leader for U.S. health policy, said GLP-1s could “turn the tide on the obesity epidemic and positively impact downstream medical costs.”

“Cost is clearly a concern, and employers are adding authorization requirements to ensure the medications are used by members who will benefit the most,” Watts said.

Drug prices are among the biggest threats to healthcare affordability, according to 99% of the nearly 190 employers surveyed recently by the National Alliance of Healthcare Purchaser Coalitions. 

In the NAHPC survey, about 46% of employers said they cover GLP-1s for obesity, and another 21% said they are debating doing so in the next three years. Of those companies either offering or considering GLP-1 coverage for obesity treatment, many said they might take steps to manage costs, such as limiting access to those with chronic conditions or a certain body mass index.

https://www.healthcaredive.com/news/glp-1-drug-coverage-for-obesity-increasing/733596/?utm_source=Sailthru&utm_medium=email&utm_campaign=Issue:%202024-11-22%20Healthcare%20Dive%20%5Bissue:68130%5D&utm_term=Healthcare%20Dive

Open enrollment is coming to an end soon. With that in mind, employees with an accident, critical illness, or hospital indemnity plan must ensure they file any wellness benefits they may have qualified for. Wellness benefits are often not filed, even though the employee most likely had a qualifying event during that calendar year.

I recently completed a survey of wellness claims filed in 2024 for over 1,175,326 employees. Each participating employer requested their wellness claims data from their supplemental carrier for my review. You may click on the Wellness Benefits Stats Link to see my findings.

There are several reasons why an employee might not file for their wellness claim benefit, even if it’s available through their accident, critical illness, or hospital indemnity policy:

1. Lack of Awareness: Employees might be unaware of the benefits or how to file a claim.
2. Complex Process: Filing a claim might be perceived as too complicated or time-consuming.
3. Fear of Repercussions: Some employees might fear negative consequences, such as being seen as less reliable or facing discrimination.
4. Privacy Concerns: Employees might be concerned about their medical information being shared or not being kept confidential.
5. Distrust in the System: There might be a lack of trust in the insurance provider or the company’s benefits administration.
6. Financial Concerns: Employees might worry about potential out-of-pocket costs or how filing a claim might affect their premiums.
7. Cultural Stigma: There can be a stigma associated with seeking help for mental health or wellness issues, which might deter employees from filing claims.
8. Addressing these barriers through clear communication, simplifying the claims process, ensuring confidentiality, and fostering a supportive culture can help increase the utilization of wellness benefits.

In conclusion, employers should consider promoting wellness at least quarterly.

By American Heart Association

May 1, 2024

Are you bringing home more from your job than just a paycheck? A 2023 study from the American Heart Association reported that burnout — chronic, unmanaged workplace stress — is on the rise, with 4 in 5 employees (82%) at least sometimes feeling burned out in their role.

Burnout can lead to exhaustion, disengagement, negativity and reduced performance, with a study from Gallup estimating employee disengagement costs U.S. companies approximately $1.9 trillion in lost productivity.

“For 100 years, the American Heart Association has been a relentless force for longer, healthier lives, where people live, work and play. In a 2021 scientific statement, the Association noted that mental health plays an important role in overall health and well-being and that positive mental health can decrease risks for cardiovascular disease,” said Eduardo Sanchez, M.D., M.P.H., FAAFP, the Association’s chief medical officer for prevention. “Mental Health Month in May is an opportunity to shine a light on the role work plays in the nation’s mental well-being and how business leaders can make intentional, science-based changes to keep their workforce healthy and their businesses thriving.”

The impact of burnout

Stress is normal, and in some cases can even play a positive role by increasing motivation and spurring productivity. But, when stress becomes chronic, it can have negative consequences for both employees and companies.

Negative workplace experiences can lead to an increased risk for conditions such as heart disease, high blood pressure and stroke, with the combined effect of workplace stressors on the body being akin to the dangers of secondhand smoke. And no one is immune — even CEOs experience the consequences of stress and burnout.

Traditional employer approaches to burnout prevention have emphasized the role of individual self-care through the introduction of programs like mindfulness coaching, meditation apps, and time management training. While necessary, these efforts alone are not enough to move the needle. Making the workplace a vehicle for positive mental well-being requires a comprehensive approach, including implementing workplace policies and building a safe, supportive organizational culture.

“By making intentional changes rooted in science and centered on the employee and their experiences, organizations can make a real and lasting impact on the well-being of their workforce,” said Sanchez.

Getting to the root of burnout

The American Heart Association surveyed over 5,000 employees in the U.S. to examine what experiences are most associated with burnout and how some of these factors can be mitigated through workplace policy and culture.

The theme? People are feeling disconnected.

From a lack of recognition to limited autonomy and misalignment of values, employees are struggling to find fulfillment in their work, which, according to a Gallup report, can lead to low productivity, high turnover, and greater absenteeism.

Preventing burnout starts with connection

The Association’s survey results illuminated nine emerging practices across three domains that can help reduce burnout and increase workplace well-being by as much as 40%.

1. Connection to the organization: Ensure employees feel confident in their role and understand how their contributions support the organization’s overall success. Approaches to consider:

• Define clear roles and responsibilities
• Regularly assess employee workloads
• Promote employee resource groups to help build connections and foster belonging across the organization

2. Connection to their role: Tailoring roles to each employee’s unique skillset and allowing room for growth helps employees feel trusted and supported. Approaches to consider:

• Regularly assess alignment between an employee’s skillset and their assigned tasks
• Allow employees to provide input in their job design, where practical
• Offer a training path to help employees develop in their skills, leadership and overall career

3. Connection to their well-being: A healthy workforce is an effective workforce. Prioritizing employee well-being as a strategic business imperative ensures that everyone is supported to reach their full health potential. Approaches to consider:

• Implement a policy to promote overall employee health and well-being
• Ask employees regularly if they feel supported in their health and well-being
• Foster a culture of rest and recovery by encouraging employees to unplug outside of their regular work hours

• “Even incremental progress makes a difference. The implementation of just one of these practices resulted in improved workplace well-being and left employees feeling more satisfied with their benefits, more positive about their current role and responsibilities, and more supported by their manager,” said Sanchez. “By prioritizing comprehensive employee well-being — mind, heart and body — employers can help build a healthier workforce, thriving businesses and vibrant communities.”

• Organizations can see how their current well-being strategy aligns with the American Heart Association’s science-backed recommended practices by completing the Well-being Works Better™ Scorecard.

• The American Heart Association is a relentless force for a world of longer, healthier lives. We are dedicated to ensuring equitable health in all communities. Through collaboration with numerous organizations powered by millions of volunteers, we fund innovative research, advocate for public health, and share lifesaving resources. The Dallas-based organization has been a leading source of health information for a century. During 2024 — our centennial year — we celebrate our rich 100-year history and accomplishments. As we forge ahead into our second century of bold discovery and impact our vision is to advance health and hope for everyone, everywhere. Connect with us on heart.org, Facebook, X or by calling 800-AHA-USA1.