Open enrollment has a way of exposing every weakness in a benefits strategy. Suddenly, you’re explaining premium increases to employees, trying to understand why costs jumped again, or waiting on answers from a broker while enrollment deadlines get closer. Think about it: you’re investing thousands of dollars each year into employee benefits, but many employers would admit they only hear from their broker when it’s time to talk about renewals and rate increases.
That raises an important question: Is your benefits broker helping your business make better decisions, or simply helping you renew your plan?
In 2026, employers are facing rising healthcare costs, changing employee expectations, and increased pressure to attract and retain talent. According to SHRM:
- 88% of employers consider health benefits a top priority.
- 82% say retirement and leave benefits are essential to workforce stability.
Choosing the right employee benefits broker has become less about shopping for insurance and more about finding a partner who understands your business and helps you plan for what’s next.
At LBMC Employment Partners, we believe benefits consulting should be proactive, transparent, and personal. In this post, we’ll offer insights to help you know what to look for when evaluating your current broker or selecting a new one.
Signs It’s Time to Look for a New Benefits Broker
Many employers don’t realize they’ve outgrown their broker until renewal season arrives.
Common frustrations we hear from prospective clients include:
- Waiting days or weeks for answers to employee benefit questions
- Receiving renewal increases with little explanation or strategy
- Feeling like communication only happens during open enrollment
- Struggling to understand what they’re paying for and why
- Receiving little guidance on retention, recruiting, or workforce planning
Benefits have changed dramatically over the past few years. Employees now expect more flexibility, stronger healthcare options, mental health resources, and financial wellness support. At the same time, employers are trying to balance rising costs with increasingly competitive labor markets.
If your broker isn’t helping you navigate those conversations throughout the year, it may be time to reevaluate the partnership.
What Great Benefits Consulting Looks Like
At LBMC Employment Partners, we believe benefits consulting should feel like an extension of your team. Our approach starts with one simple idea: your benefits strategy should support your business goals. Here are three specific ways we help our clients think more strategically and implement benefits plans that work best for their employees:
We Prioritize Education
Benefits shouldn’t feel confusing. We work with clients to help them understand:
- Why healthcare costs are changing
- What employees value most in a benefits package
- How plan design decisions impact utilization and costs
- Budget considerations for future years
- Ways to improve employee understanding and participation
Additionally, we believe education is an ongoing process that helps organizations maximize one of their biggest investments. Poor communication is one of the biggest reasons employees don’t use their benefits. That’s why our Human Resource Business Partners take time to educate employees and address any questions your employees may have about benefit changes or opportunities.
We Lead with Transparency
No employer likes surprises, especially when it comes to healthcare costs. Our team believes clients deserve clear answers about renewal increases and available alternatives. We also take time to help leaders understand what benefits employees actually want so they can build out an approach that keeps employees happy and engaged.
We want clients to understand not only what decisions they’re making, but why they’re making them. That transparency builds confidence and helps business leaders make informed decisions for their organizations.
We Take a Year-Round Partnership Approach
Benefits aren’t a once-a-year conversation. Throughout the year, our team works alongside clients to think through everything from employee retention and organizational growth to compliance considerations and HR workforce trends.
We See the Bigger Picture
At LBMC Employment Partners, we’ve spent decades helping organizations navigate much more than open enrollment.
As a PEO-first organization, we understand that benefits are connected to everything else happening in your business. That’s why our conversations with clients rarely begin and end with healthcare premiums.
We’re asking bigger questions such as: Is your organization prepared to support growth over the next three to five years? What HR opportunities can help you get there? What risks could hold you back?
For clients who don’t participate in our master medical plans, we can broker competitive group plans while keeping the service experience in-house. That means one relationship, one team, and one strategy.
Whether you’re a PEO or HRO client, our goal remains the same: helping your organization build a stronger workplace.
Questions to Ask Before Choosing a Benefits Broker
When evaluating potential partners, consider asking the following questions:
- How often will we meet outside of open enrollment?
- Who will service our account day to day?
- How do you communicate renewal strategies and cost increases?
- What resources do you provide to educate employees?
- Can you support our business as we grow?
- What HR or compliance services do you offer beyond benefits?
- How do you help clients think about retention and workforce planning?
The answers will quickly tell you whether you’re working with a transactional broker or a strategic advisor.
Related Reading: The 2027 Budget Preview: Why Small Businesses Need to Know About Benefit Costs and Why Companies Switch to PEO Before Open Enrollment
Your Benefits Strategy Should Support Your Growth
Employee benefits have become one of the most important tools businesses have for attracting and retaining talent. They deserve more attention than an annual renewal meeting.
The right benefits broker can help you think strategically, communicate proactively, and feel confident about the decisions you’re making for your people.
At LBMC Employment Partners, we believe great benefits consulting starts with understanding your business, your employees, and where you want to go next. That remains true whether you’re evaluating your current broker, preparing for open enrollment, or exploring a PEO partnership—no matter the situation, our team is here to help. Here are a few additional resources as you consider your benefits plans for 2026:
- What Small Businesses Need to Know About Benefit Costs in 2027
- Navigating the Changing Landscape of Employee Benefits
- Why Companies Switch to PEO Before Open Enrollment
- How to Sell Your Benefits Package to Employees
Ready to learn more? Connect with LBMC Employment Partners to discuss how our benefits consulting and PEO services can help your organization build a stronger workforce in 2027 and beyond.
