Employees want a benefits platform with a simple, people-friendly experience. At the same time, employers want simple too. They are demanding technology and services that streamline the process and keep up with compliance. As a result, the industry consensus is that technology is no longer a "value add" for brokers, but a necessary core offering, as well as a must-have for business growth. Brokers who can deliver innovative, yet proven technology solutions to their clients will be left standing as the ACA dust settles. 

Here are the top three technology must-haves for brokers today: #1 ACA reporting 
A third-party survey sponsored by Maestro Health reported that 74.5 percent of brokers say ACA compliance is their clients' top HR/benefit priority in 2016. In addition, transition relief and deadline extensions won't be available in 2017, which could leave employers exposed to penalties unless they can ensure they're covered by automating the process through a comprehensive vendor. 

Bearing the load of complex new ACA reporting requirements, employers are scrambling for solutions to relieve the administrative burden and avoid costly penalties. Some employers may have a robust benefits administration platform and a comfortable payroll system, and standalone ACA reporting tools can intergrate seamlessly. 

#2 Integration of the best elements of private exchange, benefits administration and HRIS 
"Health, wellness and financial benefits are all interconnected [and] the systems developed to manage these benefits must be as well," says Nancy Reardon, Chief Product Officer of Maestro Health.  

Savvy employees and employers know that wellness, health insurance, financials and benefits are all dependent on each other. It's increasingly critical to bring together online enrollment/private exchange, benefits administration, human resources information systems and effective employee communications for several reasons: 

• Integration reduces open enrollment stress for brokers and human resources by reducing room for error. In turn, this creates a positive enrollment experience. Satified employees and satisfied HR departments are the desired end result of best-in-class brokers and consultants. 

• According to a Maestro Health Survey of over 100 HR professionals at HR Executive's 2016 Health & Benefits Leadership Conference, the number one headache for HR administrators is educating and engaging employees about benefits. When enrollment is simple, intuitive and personalized, employees are empowered and questions are minimized, not to mention that fact that better choices are made. And these choices matter.  

• Integrating key HRIS functions (onboarding/offboarding, eligibility management and COBRA) with online enrollment leads to a more streamlined administration and the ability to manage benefits throughout the year.  #3 A great "multi-tool"
It is not enough to know the "point solutions" in the ben-tech space. Too many solutions, even if they are best in class, can lead to vendor juggling, handoff errors and finger pointing.  Solution vendors that can offer multiple integrated solutions on a single platform make life easier for consultants, employers and employees. For example, offering a solution such as an HSA/FSA that is integrated on one platform with online enrollment will: 

• Allow employees to access everything through a single portal

• Streamline backend administration so that deeper data insights are better utilized

• Establish a single point-of-service team that understands the company's unique needs, questions and concerns

• Create a seamless employee health and benefits experience for employees and HR 

Brokers who can capitalize on these trends and partner with the right vendors to offer the best technology and service solutions to their clients will benefit in a number of ways, the two most prominent being: 

1. Retaining clients and reaching new prospects. By equipping your clients with great solutions, you'll amplify your value in a new way, proving that you're staying ahead of the curve. Greater client satisfaction with your technology offering will keep your clients from turning to trending "tech-only" brokers and allow you to appeal to a wider range of prospects.

2. Increase and diversify revenue. By empowering members with better education and an intuitive benefits shopping experience, brokers can see increased sales, especially when it comes to voluntary benefits. Increased voluntary elections can help lower health care spending for employers by allowing employees to pick their "best-fit" plans, while bringing in a more varied revenue stream for brokers. 

The time to create a technology strategy to serve your clients is now. If you don't have a trusted HR and employee benefits solution vendor in your back pocket already, it's time to make sure you're prepared for when your clients call. Proving you can meet a client's needs today and tomorrow will keep you ahead of the curve — and your competition.