1-on-1 Advantages


The Simplistic Answer:

Provides a substantially higher level of service to employees at no cost to the employer.


  1. Employees perceive one-on-one enrollments as an additional service (benefit) their employer provides.  It’s a service most employees have not previously experienced, has a high perceived value and is genuinely appreciated by employees.
  2. Employees have an opportunity to ask the benefit counselors questions one-on-one specific to themselves and to obtain a better understanding of their benefit options which lessens the number of questions asked the Human Resources Team increasing their productivity.
  3. Employees are more comfortable in electing their benefits and more confident in enrolling in the voluntary benefits as they better understand how the voluntary benefits complement their medical options.
  4. Although paid 100% by employees, voluntary supplemental benefits such as disability, life and accident offered at group discounted rates through payroll deduction increase the quality of the employer’s benefit package increasing employee satisfaction with the benefit options offered by their employer.
  5. Offering a higher quality, more complete benefit package helps to attract and retain employees.
  6. Better understanding leads to greater employee satisfaction with their employer.


  1. 65% of employees say a one-on-one meeting with a benefit counselor is the most helpful way to introduce them to voluntary benefits at work.1
  2. Employees often are uncertain or confused regarding their medical plan options particularly when new options are being offered such as High Deductible Health Plans, HSAs and HRAs.  Meeting one-on-one with a benefit counselor allows them an opportunity to ask questions specific to their personal needs and better understand the differences between medical options, so they feel more confident in their elections.
  3. Benefit counselors provide explanations of what the voluntary supplemental benefits cover and how they work, so employees can make a more informed decision on which, if any, of the voluntary benefits are a good fit for them.
  4. Employees prefer and are more likely to enroll in benefits when offered through their employer than to get them on their own outside of work.
  5. Benefits are offered at group discounted rates with the convenience of payroll deduction.


  1. Provides a significantly higher level of service to the employer and employees at no cost to the employer.
  2. Offering one-on-one enrollment with experienced benefit counselors differentiates you from other brokers by providing an added value service and avoids other brokers using the offer of one-on-one enrollments as an incentive to become the broker of record.
  3. Reduces and eases the enrollment responsibilities of the Human Resources team increasing the services and value you provide.
  4. Generates significantly higher employee voluntary benefit participation (60 – 85%) versus employee self-enrolled enrollments (5 – 20%) and ensures minimum participation requirements are met to issue the benefits.
  5. In addition to higher participation, due to better understanding the value voluntary benefits provide, employees tend to enroll in higher coverage levels driving total premium even higher.
  6. Reduces the time you and your staff spend on-site increasing your efficiency.

 1 Eastbridge, Worksite MarketVision, The Employee Viewpoint (2013)