Integrated Voluntary Benefits Enrollment and Administration

An evolving and diverse workforce is increasingly moving away from a uniform approach to benefits. Employers now recognize the importance of adding voluntary benefits like identity theft, critical illness, hospital indemnity, and accident, alongside traditional options to effectively address the unique needs and preferences of their employees.

Our comprehensive enrollment and administration technology creates an integrated enrollment process that improves the employee experience and simplifies HR administration. Adding Enrollment Support Solutions brings even more value to employers.

 

Enrollment Support Solutions

Best-in-Class Voluntary Carriers

Strategic carrier partnerships provide savings and discount opportunities for adding personalized Enrollment Support Solutions.

Total Implementation Management

We handle the implementation process soup to nuts, including requirements and paperwork gathering, platform setup, and managing carrier installations. 

Streamline Enrollment and Administration

Customized communication, education, and powerful technology combine to integrate core and voluntary front-end enrollment and ongoing administration, easing the workload for insurance brokers and their clients' HR staff.

Tailored Communications Lifts Participation

A user-friendly enrollment platform, clear communication channels, and personalized support is an opportunity for higher employee satisfaction, engagement, and participation rates.

 

Opportunity and Impact

Voluntary Benefits are in Demand

76% of employees say voluntary benefits positively affect their decision to work for and stay with their employer - Corstream, 2021 State of Voluntary Benefits

Employers Are Listening

Most US employers plan to enhance health & benefit offerings in 2023 to improve talent attraction and retention - Mercer Health and Benefit Strategies for 2023

More Likely to Recommend

67% of employees who rate their benefits as excellent or very good said they were more likely to recommend their employer  - New England Enrollment Strategies 

A Better Employee Experience

80% of employees who met 1:1 with an enrollment specialist found them to be very or extremely helpful. - DirectPath, 2021 Consumer Report

Enroll smarter, not harder. Let's talk. 

Voluntary Benefits Insights

Employee Retention Decoded: How to Leverage Employee Potential

Karen Greco
/ Categories: Human Resources, Mental Health
Employee Retention Decoded: How to Leverage Employee Potential 508

With new tariffs, rising costs and economic uncertainty, most employers are facing the same challenge: how to manage turnover, hiring freezes and workforce efficiency without sacrificing growth. For organizations already battling employee burnout or disengagement, the results of lost productivity can be staggering. Yet even in challenging times, many organizations struggle to fully utilize their workforce.

When valuable skills remain untapped, organizational progress and employee engagement can stagnate. In 2025, the real challenge is maximizing the talents of the people you already have, rewarding merit and leveraging the potential of your employees. How your business develops cross-departmental HR partnerships can turn workforce change into lasting value.

Beyond Basic Recognition

Merit-based recognition has long been inherent to the workplace: compensation in exchange for competent service. However, if we look past standard expectations and examine how contributions align with the full range of an employee's capabilities, there is clearly room to expand how we assess employee contributions to their workplace.

Companies should embrace employees' valuable skills that may exist outside of their job title. By rethinking how we define and measure contribution, we can unlock hidden potential, fuel innovation and strengthen employee retention.

Employers shouldn't overwork their employees; they shouldn't pigeonhole them either. Imagine a copy editor with strong graphic design abilities or an account manager who's a natural public speaker being underutilized. Leaders should explore employee capabilities and interests that may provide significant or additional benefits toward departmental and company goals.

Leveraging Employee Potential: Positioning People to Win

Exploring employee interests and skills is a great first step. Beyond that, finding opportunities and actively positioning employees for success is key. Creating an environment where employees can bring their whole skill set forward - and where those skills are integrated into organizational goals - is a win for employee satisfaction and employer success.

Today, employee retention isn't only about keeping people in their job, it includes giving them room to grow and contribute in ways that elevate both the individual and the business. Forgo isolation for collaboration and the flow of fresh ideas across the organization. By recognizing and activating these hidden capabilities, organizations can:

Boost productivity

by applying diverse skills to deliver fresh solutions.

Increase engagement

by showing employees their full range of talents is valued.

Spark innovation

by encouraging new perspectives that drive measurable impact.

 

How to Recognize Untapped Opportunities

Employee retention strengthens when employees see a path forward. Clear career pathing, mentorship exchanges, innovation hours and early leadership training all build confidence and commitment while surfacing untapped skills. This is where spotting and activating underutilized talent becomes essential.

How to Spot and Activate Underutilized Employee Talent

  • Skill-Mapping Sessions: Host quarterly conversations that uncover skills beyond the job description.
  • Cross-Department Projects: Invite employees to contribute to initiatives outside their primary team.
  • Internal Gig Programs: Offer short-term “stretch” assignments to apply different strengths.
  • Skill Spotlights: Create an internal platform for employees to share expertise others may not know they have.
  • Rapid Re-Skilling for Supply Chain Shifts: Use microlearning to support vendor transitions or compliance changes triggered by tariffs.

Four Tips for Employee Performance Tracking

  1. Include skill mapping in performance reviews.
  2. Design skill-shift roles for cross-team collaboration.
  3. Foster experimentation with leadership support.
  4. Track key performance indicators like internal mobility and training effectiveness.

Employers can use a discovery and exploration process to find underutilized or untapped skills — and employ accountability metrics to track performance.

How PPI Can Help

Creating an environment where employees feel seen, supported, and empowered doesn’t happen by accident—it requires intentional design across every touchpoint of the employee experience. From simplifying access to benefits and offering meaningful choices, to reducing administrative friction for HR teams, the right infrastructure can make a measurable difference. That’s why organizations turn to partners like PPI Benefit Solutions, whose streamlined benefits administration, intuitive enrollment tools, and year-round support help employers deliver a more personalized, engaging experience. When employees feel their needs are anticipated and their time is respected, they’re more likely to stay, grow, and thrive.

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