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“The best first step for total rewards is to look at their existing ecosystem with the current vendor partners who are providing their solutions to see what needs their employees have and if those needs are being met,” he said.

Employers can consider approaches such as concierge-type vendor solutions and lifestyle spending accounts, WTW’s Bade said.

For example, employer or vendor communications can focus on avoiding the complications of unmanaged diabetes, including vision loss, nerve damage, heart disease and stroke.

“If companies, teams and professionals are adopting AI purely because it is a cool thing, there’s a lot of hype around it and the vendors told them it was great, then they’re just going to automate things and put AI in, and I would be uncertain about the success they’re going to have,” Eubanks said.

Increased Vendor Accountability and Coordination Employers are also holding benefit vendors’ feet to the fire when it comes to existing contracts and, at times, cutting ties with partners that aren’t delivering the performance guarantees or outcomes that were promised.

.; ;Don’t forget about your vendors.

LEARN: Strategic Communication in Total Rewards Reinventing the Benefits Experience Upon arriving at Ipsen, Leo and her two compensation and benefits team members spent much time replying to employee questions about where and how to find contact information for benefits vendors, as well as the types of benefits offered.

The upside is that once you learn how to wrangle survey versions or build structures in one system, those muscles transfer to almost any other vendor.

To balance these needs, employers can explore plan design, vendor relations and employee perceptions.

Check with vendors about certain process requirements, such as if payroll systems will flag phase-out thresholds automatically or if employees will be required to self-attest, she added.