Date
February 30, 2025
Client
Tri-Call
Category
Telemarketing
Employees
90
Overview
A national telemarketing company with 90 employees many of whom worked from home was satisfied with its existing major medical coverage but wanted to expand benefits to better support its workforce. With an employee base that skewed older, financial security was a top priority. Yet the current program lacked supplemental protections such as disability and life insurance.
The leadership team also faced the logistical challenge of reaching a remote workforce. Traditional in-person enrollment sessions weren’t an option, and they needed a solution that could be delivered virtually. This is exactly the type of situation where Benni’s consulting, technology, and tailored benefits strategy can help build a more complete, engaging program.
Process & Challenge
The company’s challenges centered on demographics and logistics. With a relatively older workforce, employees placed greater value on income protection and life insurance than younger employees typically do. They wanted the peace of mind that, in the event of illness, injury, or death, their families and finances would be secure.
At the same time, the company’s workforce was geographically dispersed and worked primarily from home. Without the ability to hold in-person meetings, enrollment had to be delivered in a way that was both virtual and personal.
Benni’s approach would address these challenges by combining consulting, virtual engagement, and supplemental coverage. First, we would collaborate with leadership to design a package that complemented the existing major medical program. This would include short-term disability, long-term disability, and life insurance protections that fit the employees’ stage of life and priorities.
To deliver the program, we would host a virtual enrollment experience, offering both group education sessions via video and one-on-one counseling. This ensures that every employee has the opportunity to ask questions, understand their options, and make confident choices all from the convenience of their home office.
To increase participation, we would recommend a benefits bank, where the employer contributes a small allowance toward the cost of voluntary benefits. Even though the financial contribution might be modest, the symbolic impact is powerful employees feel their employer is investing in them, which strengthens trust and loyalty.
Finally, to provide additional value, Benni would layer in free Telehealth services for all employees. For a remote workforce, virtual healthcare access is especially meaningful, giving employees convenient, no-cost care without the burden of travel or added expense. Together, these solutions create a well-rounded, employee-friendly program designed specifically for a distributed workforce.
Summary
By focusing on supplemental, disability, and life insurance, Benni’s approach would strengthen this telemarketing company’s benefits in a way that aligns with its older, remote workforce. Virtual enrollment with one-on-one counseling ensures employees are engaged and confident in their decisions, while the benefits bank makes the employer’s contribution feel personal and impactful. The inclusion of free Telehealth services adds even more value, offering convenient care at no extra cost.
The results of this type of strategy are clear: employees gain financial peace of mind, HR avoids logistical headaches, and the employer earns a reputation as a company that truly invests in its people. With Benni’s consulting, technology, and white-glove support, the company would go beyond the basics and deliver a benefits program that keeps employees secure, satisfied, and loyal.
Is your workforce facing similar challenges needing supplemental protection, working remotely, or requiring more flexibility in benefits delivery? If so, Benni can help.