Human Resources Software Evaluation
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3 Steps to Streamline the Benefits Technology Selection Process - Part 2

Part 1 of this series covered the first two steps in streamlining the benefits tech selection process – auditing your benefits program and simplifying vendor evaluation. Here we will review the final step of gaining internal buy-in.

What’s in a word? Every word holds power and can illicit strong sentiments just from their use. Take “human resources” and “benefits,” for example. Immediately, those words connect to other words like protection, family, health care, coverage and countless others.

These are the words that your employees intrinsically associate with your role. And as an HR and benefits leader, you work hard to make sure that your employees – and their families – have the right coverage to get the protection they need. Though, as you may know all too well, getting your employees to select the right coverage options is far from easy. You need the right tools and mechanisms to support your employees in their decisions, and to support your organization in designing the right benefits strategy.

That’s why you’ve taken the first steps towards selecting a benefits technology partner. You’ve done the hard work of establishing clear priorities for your benefits strategy and defining an actionable path forward. Then, working alongside your broker and other advisors, you evaluated your current or prospective technology provider to determine whether they're the right fit for your organization. Now, you’ve reached the point where you need to get other key stakeholders in your organization on board with the investment.

This is where it gets tricky. While you clearly see the value in enterprise benefits management technology, other stakeholders in the purchase process may not…yet. It’s up to you to get them to see that value.

To review steps 1 and 2 in streamlining your benefits technology selection process, check out this post.

Step 3: Presenting Your Business Case

Depending on the size and structure of your organization, you may have to convince multiple stakeholders of the value an enterprise benefits technology platform will bring. Whether it's the head of finance, a leader on the IT team or even peers within your own HR and benefits department, you have to present a strong business case.

So, what’s key to getting them to see the opportunity you have?

Get to know your audience. That means getting to know what their priorities are, understanding how enterprise benefits management technology fits into those priorities and then, ultimately, conveying that to them in their language. Because what’s most important to you may not be the same for them.

Start here by looking at what's important to each organizational stakeholder when it comes to your benefits investment, the challenges they face in sticking with the current status quo, and how you can present making the change in a way that will get their attention.

Your Finance Executive

What’s Important to Them: Actively managing the benefits investment as a strategic part of the organization’s capital allocation strategy.  

Current Barriers to Unlocking That Potential:

  • Poor plan fit leads to overspending
  • Lack of data transparency compromises cost control
  • Productivity suffers from physically sick, financially-stressed employees
  • Perception of benefits threaten talent attraction and retention

How to Get Their Attention:


Our employee benefits have the potential to be an area of high return in our capital allocation strategy. But in order for that to happen, we need technology that enables us to actively manage our benefits investment.

I’ve vetted a technology partner that can help us get there, and wanted to share with you some of the main takeaways I have from my time evaluating them. I believe they will help us in the following ways:

  • Help us drive plan fit with an efficient enrollment experience leading to cost-savings when our employees are properly covered
  • Provide us with powerful reporting and analytics tools so that we can use our benefits data to drive cost-savings
  • Deliver a better way to communicate the value of our benefits investment so our employees not only understand their benefits, but value us as an employer

I’m also happy to share what the typical ROI is when moving to a system like this. Would you have some time to talk more in-depth on moving forward with this process?


Your IT Executive

What’s Important to Them: Lowering operational IT costs and getting out of the business of maintaining back-office systems, while providing individuals a superior technology experience.

Current Barriers to Unlocking That Potential:

  • Rapidly changing industry dynamics require rapid response from HR
  • Rising complexity in benefits opens the door for error
  • Lack of data transparency compromises productivity and efficiency
  • Substandard technology experience threatens satisfaction and retention

How to Get Their Attention:


Right now, we’re relying on a legacy HR system to deliver the benefits experience to our employees. As I’m sure you’re aware, this requires a lot of resources (time and money) from your team for support.

That’s why I’ve been evaluating a new benefits technology partner, one that can help our HR team gain more functionality while removing the burden on your team. Here's how:

  • By moving to a cloud-based benefits platform, we’ll be able to be more agile in our business strategy, while you’ll be free of application updates and major infrastructure investments.
  • High application availability and rapid response time means that our technology partner will be able to handle volume while all configurations, business logic and data are served up appropriately.
  • With powerful data visualization and accuracy, we’ll be able to work smarter while feeling secure that there are proper controls around our sensitive data.

If you have some time, I’d like to share more information on their data security protocols and also discuss next steps.

I look forward to catching up with you on this!


Your HR Peers/HR Executive

What’s Important to Them: Harnessing the competitive power of your benefits as a strategic difference-maker in attracting and retaining the best, while delivering a more engaging employee experience and enabling more strategic benefits management.

Current Barriers to Unlocking That Potential:

  • Talent retention suffers with communication deficiencies
  • A substandard technology experience results in poor plan fit
  • Administrative burden monopolizes time and resources
  • Poor data transparency puts cost control at risk

How to Get Their Attention:


As part of our goals for the year, we discussed finding ways to engage our employees in their benefits and upgrade our talent retention strategy.

I believe that a key way to enable us to reach these goals is by investing in enterprise benefits management technology. I’ve been spending time evaluating potential technology partners, and there is one that I believe would be a good fit for our organization.

Here’s how I really think they could really help:

  • Supporting a more engaging enrollment experience with plan comparison tools, data-driven cost estimation and a single workflow for electing coverage
  • Giving us new tools to illustrate our benefits investment with employees such as personalized communication, mobile access to benefits and integrated video
  • Administrator tools so that we can automate time-consuming tasks, have access to better reporting tools and data insights for more strategic benefits management

With all of these tools, we can be more strategic not only within our own department, but also with overall business operations.

I’m going to set up some time for us to review the findings more in-depth, and see how we might want to take action.

Looking forward to it!


Get all of the resources you need to deliver a strong business case to your internal stakeholders in this the Definitive Guide to Benefits Management Technology.