There’s a high expectation surrounding brokers to provide excellent benefits packages to their clients. But there’s only so much they can do. When expectations are too much, time is limited, and the liability to do everything correctly is too high, a third-party enrollment manager partner is usually the best solution. Unfortunately, not every enrollment management partner will be the right pick. When selecting a partner, consider the following: Track Record Track record alone isn’t enough to make a decision on an enrollment partner. However, it can say a lot. Track record is based on how long a partner has been in business, what reviews or testimonials say, success stories, and client retention rates. Word of mouth from other brokers can also be a green flag. Red flags, on the other hand, include poor reviews, a high turnover rate of their own employees, several negative reviews, or even a lack of a track record. Being skeptical will allow you to carefully select an enrollment management partner who best meets your needs as well as the needs of your clients. Integration with Technology When an enrollment solution can integrate with things like payroll platforms or human resource information systems, this is a good sign. This integration can improve the efficiency of HR operations, allow data to be available through multiple systems at one’s convenience, and reduce errors when engaging in payroll tasks. Compliance Features A qualified partner should be able to provide compliance with HIPAA, ACA, ERISA, and COBRA. Compliance in these areas can reduce legal risk for your company. In addition, it can ensure employees get the minimum coverage they’re entitled to. Failure to be in compliance with any of these acts can lead to costly fines. Level of Flexibility A benefits partner who isn’t able to personalize benefits to your business or who won’t be applicable as your business grows is not a partner you want. What you need is a flexible partner. A partner who is considered flexible is willing to take on clients of all sizes, big and small, with customizable plan options. They also provide support for not just full-time employees but also part-time, remote, and even seasonal workers. Additionally, they’ll also offer different media for enrollment: paper, digital, or even phone calls. Post-Enrollment Support Pre-enrollment support is imperative, but nobody wants to be cut off from support and communication after enrollment has been said and done. Post-enrollment support ensures employers receive the help, support, and guidance they need throughout the year. Why is post-enrollment support so critical? It helps employees use their benefits, reduces the odds of employees dropping their benefits, and reduces issues with claims and billing. Additionally, it can take stress off busy HR staff and brokers and function as continuous education for enrolled staff. Are you looking for the right enrollment management partner? Look no further! At Enrollment Retention Benefits, we pride ourselves on being the best employee benefits firm on the West Coast. Reach out to us today to learn more about our services.