Insurance Program Managers Group

Have you noticed your employees coming in late, coming in sick frequently or mentioning they’re not getting enough rest? Have you also noticed the same employees experiencing low productivity or job burnout? It’s possible these employees are suffering from workplace fatigue.

St. Charles, March 24th, 2020 – Insurance Program Managers Group (IPMG) announced today that Mark A. Jardin has joined the team as Senior Vice President of Employee Benefit Services (EBS). Mark brings over 30 years of insurance and related services experience to his new role at IPMG.

The definition of what it means to be healthy and well means more than just lacing up your sneakers and grabbing an apple a day. It involves balancing other facets of your life to create a well-rounded sense of health.

As corporate wellness programs become increasingly expected in the business world, employers have learned to leverage technology to fit their workforces’ needs and control costs.

While many businesses and organizations have focused on creating more accepting environments in the last 10 years, mental illness remains taboo in the American workplace.

One clear trend in employee benefits has been a collective focus on a healthier work-life balance. According to the International Foundation of Employee Benefit Plans, family-friendly perks are gaining popularity among the benefits that employees are asking for.

To heed the requests of their teams, employers are recognizing that all employees have lives and commitments outside of the workplace and are expanding their benefits to be more inclusive. These types of benefits help employees address their work-life balance while keeping them productive and engaged at work.

As family-driven benefits continue to grow as part of the larger trend of expanding work-life balance policies, here are some ways employers are responding to employee demands and a look at how offering such benefits creates happier, more productive employees.

Since introducing In-Sight 360° to the market, we’ve met with a number of people who are interested in the concept and value of integrating their organization’s workers’ compensation, employee benefits and absenteeism in theory — but are unsure whether the move is right for them in practice.

Having seen firsthand which types of organizations tend to align the most with In-Sight 360° and which don’t, we’ve been able to take note of some trends, patterns and common characteristics, and we felt this could be helpful information to share with others who are considering an integrated solution.

Traditional insurance programs have relied on the same siloed model for workers’ compensation, employee benefits, absence management and wellbeing for years, and the results have been consistent: a reactive approach to employee wellbeing and rising costs for employers.

IPMG designed In-Sight 360° to provide a better way.  

One of the greatest costs to employers and insurance companies is the cost of poor health of employees and insured.  Most insurance programs aimed at improving health and habits fail to gain traction and often lack established support systems for patients on the path to recovery.  Intervening into someone’s life with suggestions on how to improve their health can be met with dismissal or skepticism, often from the people who need help the most.