There are many myths surrounding employee benefits decision support tools. But what stands out the most?

Personalization. That’s what makes the difference between a reasonable choice from among off-the-rack options and a good choice that is tailored to an individual—one that actually fits.

We’ve known for a long time that a one-size-fits-all approach to employee benefits doesn’t work. That’s why employers have successfully developed a wide range of options to serve their employees’ diverse needs, preferences, and priorities. Options are good, yes? Of course they are! But along with the increased choices and flexibility came a level of complexity that made the selection process intimidating, and the job of HR professionals much more difficult. Let’s face it: the cereal aisle can feel overwhelming.

So out came the tools. Tools to explain, tools to project, tools to analyze, tools that took time HR professionals didn’t have to learn how to use. Ultimately, these tools didn’t work very well if they worked at all. People were still mystified by the benefit selection process and even after they made choices, they were often confused about how to use the benefits they had chosen. Most of these support tools were traded in for the next generation in a year or two. In other words, the tools that were supposed to make everything better for everyone didn’t.

But why?

In the past, it just wasn’t possible to collect enough data or leverage the kind of information HR professionals needed to help employees identify and choose the benefits that would—well—benefit them the most. Then, helping employees navigate all the available options was more of an art than a science. Available information was limited to what a person could—and would—share about themselves. Demographic and medical data along with financial goals could yield some general directions to consider. The available tools did a reasonable job of explaining what was being offered. But they weren’t enough to help HR pros or employees understand the tradeoffs—or why some choices might be better suited to an individual than others.

But it doesn’t have to be that way anymore.

Big data makes a big difference. Using data science to analyze demographic and medical data from 6 thousand networks, over 200 million claims, and 3 billion external consumer data points, and an e-commerce style selection experience, the tools are even better than what we always hoped they would be. Nayya offers completely individualized recommendations for all benefits: major medical, dental, supplemental, disability, pet insurance, life insurance, retirement, and all additional voluntary benefits. This doesn’t just benefit (literally) your employees; it reduces the cost and burden of administration by providing an interactive selection experience that increases engagement long-term.

Imagine for a moment an employee benefits package that was easy to understand and easy to use. Too good to be true? Not at all! That’s because Nayya connects an employee’s benefits across the board and provides money-saving strategies over the course of the entire year.

And Nayya will never be obsolete. We’re always gathering more and more data, so the recommendations we make evolve with changes in real time. As an HR professional, this means that the employees you assist will grow in knowledge even if their needs change. Of course, it also means that you won’t have to spend two or three days every year days being “trained” on the next brand new, shiny, benefits tool that comes down the pike. You’ll already have what you’re looking for: a fully personalized enrollment decision process for each employee, and ongoing support in making use of the benefits they need to stay well and secure. Courtesy of Nayya.

To learn more, visit Nayya’s product page to see how it works.