5 Simple Changes to Close Claims Faster

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November 18th, 2019

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It’s not uncommon to see job postings for insurance adjusters include desired skills such as fast worker or excellent multitasker. With so many boxes to check on any given claim, most adjusters believe they need to complete three tasks at once to stay on track. However, this approach often leads to time-consuming errors that can delay the claim. If adjusters take a single-task approach, they can usually complete their claims faster with fewer mistakes.

What is Singletasking?

Instead of trying to perform several tasks at once, adjusters tend to be more effective if they focus all their efforts on completing one task before starting another. Avoiding distractions is vital as it allows adjusters to seamlessly flow from one step to the next without losing track of where they were in the claims process or forgetting to complete a different task because they began a new one halfway through.

How to Speed Up the Claim Cycle

The following are several ways adjusters can remove distractions for flawless claims workflow:

  1. Turn off all devices that require active listening—no television, no radio, no podcasts or audiobooks, etc. While some tasks may be tedious, active listening distracts adjusters’ attention, which can lead to errors.
  2. Set office hours and stick to them. Otherwise, adjusters should turn off their phones and allow messages to go to voicemail. Stopping to answer the phone every 10-15 minutes can derail progress on a claim.
  3. Do not check emails. Emails are notorious for consuming the workday. Adjusters often start with good intentions—checking for updates and the like—but a five-minute once-over can turn into upward of an hour of clearing out spam or replying to emails out of habit rather than to advance any claims. Set specific times of day for checking emails to avoid the temptation.
  4. Perform work in batches. When following up on claims, stack them in a pile and work through them from top to bottom. Do not take calls or listen to other voicemails at that time. This creates confusion and can result in accidentally overlooking a claim. The same is true for emails or writing estimates.
  5. Put up “Do Not Disturb” signs. This is especially vital when traveling for claims. Housekeeping for hotels coming and going can disrupt workflow, as can well-intentioned friendly coworkers dropping by to chat before heading out to their next claim.

Closing claims faster and with fewer errors improves an insurer’s bottom line while boosting customer satisfaction. To learn more about improving claims processing and management, contact the experts at Actec.

8 Subtle Signs of Bullying in the Workplace

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November 11th, 2019

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Absenteeism is a significant cause for concern among employers in all industries. If employees call out of work abruptly on a regular basis, it can cause considerable disruption to productivity and morale as well as hurt businesses’ bottom line. However, there are often underlying causes for absenteeism and one of the most common is bullying.

While bullying on the schoolyard is often easy to identify, adults don’t resort to pushing, name-calling, and other child-like methods of pushing people around. In the workplace, bullying looks quite different and employers need to keep an eye out for it if they suspect employee mistreatment is triggering unplanned absence.

The following are some behaviors and patterns that may indicate a company has an office bully:

  1. Intimidation. It’s management’s job to keep employees on task and on schedule, but there is a difference between encouragement and using overt or veiled threats to accomplish the job.
  2. Ignoring. This can manifest as failing to greet certain individuals while interacting with everyone around them or as purposefully “forgetting” to invite them to relevant meetings.
  3. Undermining work. This often occurs when management or a fellow employee prevent another individual from progressing on a project or impeding his or her ability to succeed. This can also manifest as giving away promised projects to other team members.
  4. Taking away responsibilities. When employees are overwhelmed with too much work, it’s not uncommon to redistribute some of their less important tasks. However, forcibly removing primary work from an employee without cause is often a form of bullying.
  5. Impossible or shifting deadlines. This is the reverse of the above. Oppressive managers or supervisors set the employee up to fail by assigning too many tasks on an unreasonable timetable or change priorities without notice.
  6. Extreme criticism. Impossible to please team leaders, supervisors, or managers are often workplace bullies. They fail to recognize a job well done in favor of pointing out flaws, real or perceived.
  7. Taking credit. This is usually seen in superiors that take complete credit for their subordinates’ ideas or work without offering any recognition.
  8. Over the top flattery. While this may seem pleasant at first, it’s often a tactic to soften employees to manipulation. A boss who is always crowing an individual’s praises may be preparing to ask for excessive and unreasonable requests of that employee.

Bullying behavior is rarely overt so employers need to be vigilant and implement policies to allow for confidential reporting as well as establish clear guidelines for conduct in the workplace. If you’re concerned about absenteeism, implementing an absence reporting program can help identify trends. Contact the experts at Actec to learn how we can reduce absenteeism in your workplace.

Number One Reason Why Customers Switch Insurance Companies

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November 4th, 2019

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Customer retention is a huge part of the financial stability equation for insurance providers. It costs significantly more money to acquire new customers than it does to retain existing accounts, but many insurers struggle to identify what is important to their current clients as well as pain points that influence them to find a new insurer.

What Do Policyholders Want?

Not much has changed on the playing field regarding what policyholders want from their providers, which leaves many insurers flummoxed on what needs modifying. However, customer expectations are significantly higher than in previous years due to a massive increase in technology. Researching rates, typical settlements, and more are easier than ever. Online reviews and mobile apps also play a critical role in how individuals choose their insurance providers.

However, the single most pivotal influencing factor on a customer’s loyalty is their claims experience. This explains why 30% of customers report they’re considering changing insurance companies in the coming year despite 93% describing themselves as satisfied with their current provider. What’s even more telling is that customers who filed a claim in the preceding two years reported they are twice as likely to switch providers. What’s intriguing is the claim outcome, good or bad, doesn’t play a role in their decision.

6 Key Claim Factors That Cause Customers to Defect

Because customers with positive claims outcomes are still more likely to switch insurance providers, insurers need to know what aspects of the claims process is driving the change. While the perceived fairness of the settlement will always top customers’ lists, insurers need to focus on the following to guarantee customer satisfaction during the claims process:

  1. Speed of settlement
  2. Transparency of the claims process and explanation of the next steps
  3. Ease of communication with the insurer to receive an update at any time
  4. Regular, timely updates without the customer reaching out first
  5. Empathetic insurance representatives
  6. Multiple communication methods to discuss the claim including phone, email, mobile app, etc.

The biggest takeaway is that the final outcome of the claim isn’t always what matters to customers. Even if they receive a settlement that makes them happy, customers will start shopping for new providers is the experience of the claims process is lacking.

If your insurance company is struggling with an outmoded claims process, Actec can help. Contact us to learn more about our full-cycle claim and incident reporting solutions.

5 Tips for Keeping Flu Out of the Workplace

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October 28th, 2019

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With fall well underway, employers should take steps to keep the flu and other illnesses as far from the office as possible. While it may be impossible to block it entirely, taking steps to contain germs can help prevent a staff-wide outbreak of diseases. When employees fall ill, it disrupts productivity and can tank workplace morale as projects fall behind and staff members continue to get sick. The following steps can help employers keep their workforce healthy during cold and flu season:

  1. According to the CDC, one of the simplest ways to prevent the spread of the flu is to encourage employees to receive the vaccine. Clinics and pharmacies often offer them free of charge or for a very small fee if employees can’t make it to their doctor’s office during normal business hours. Some employers even host vaccine clinics at their own office to make it as simple as possible for employees to receive flu vaccinations.
  2. Employers should look over their leave policy to ensure it encourages employees to stay home when ill. Employees who fear disciplinary action if they call out when ill are likely to come into work when they’re still contagious and infect other employees. Sick leave policies should make note that employees should wait until their fever is gone for a full 24 hours without the aid of medicine before returning to work.
  3. Employers should instruct sick employees to return home, including those who become symptomatic partway through the day. Keeping sick employees away from an otherwise healthy staff can prevent a workplace flu pandemic.
  4. Provide resources to allow staff to engage in preventative action. Keeping the office well stocked in tissues, trashcans, hand soap, and hand sanitizer can reduce the spread of germs. Providing handouts or flyers with reminders and tips on respiratory etiquette and good hygiene can help as well.
  5. Provide resources and education materials about employees who are at higher risk for severe health complications if they contract the flu. For example, pregnant women, individuals with asthma or other chronic lung conditions, diabetics, and so on can experience serious difficulties if they catch the flu. Employers should encourage vaccination, particularly for these high-risk individuals, as well as instructing them to seek early medical attention if they start to show signs of the flu.

Taking the above steps to keep the office free of germs and disease can help prevent or, at the very least, reduce the number of flu cases in the workplace. Keeping employees healthy is vital to maintaining good attendance and keeping productivity on track. Contact the experts at Actec to learn more ways to reduce employee absences.

10 Factors Top Performing Claims Adjusters Have in Common

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October 21st, 2019

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Having numerous high-performing claims adjuster on the payroll is a huge asset for any insurance company. Their value is undeniable as they produce quality work with few errors. However, while the number of claims an adjuster processes is an easy metric to gauge productivity, several other elements set excellent adjusters a notch above the rest:

Reliability

While every employer expects his or her employees to arrive on time, reliability delves much deeper than that. Top-performing adjusters display this by:

  1. Completing claims in a timely manner
  2. Displaying integrity in their work
  3. Utilizing critical-thinking skills
  4. Taking steps to improve themselves

People Skills

Because adjusters often work with individuals following a loss, they must possess a compassionate temperament. Excellent claims adjuster take this a step further by:

  1. Employing good communication throughout the entire claim cycle
  2. Using negotiation skills to ensure the best outcome for the client
  3. Always keeping customer satisfaction at the forefront of their actions

Competency

Even if adjusters are reliable and good communicators, they need to be well versed in their craft. The best adjusters shine in the following areas:

  1. Estimating accuracy so the insurer doesn’t overpay but the client still receives a fair settlement
  2. Superior documenting skills so all work is verifiable and beyond reproach
  3. Comprehensive knowledge of policies to ensure claims accuracy

Having high-quality claims adjusters is a huge asset for insurance companies, but adjusters are only as good as the systems they use. If your claims process is holding back your adjusters from working to the best of their abilities, Actec can help. Contact us to learn more about our full-cycle claim and incident reporting solutions.

Is Cold and Flu Season Really to Blame for Absenteeism?

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October 14th, 2019

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With the start of the fall season, many workforces are likely readying for the impending illnesses. Once one employee falls ill, it can feel like a domino effect for the remaining staff following suit as well. However, while illnesses are legitimate reasons for an unscheduled absence, employers need to make sure there aren’t other factors at play affecting employee attendance.

Underlying Causes of Absenteeism

The following are some of the most common root causes of absenteeism.

Bullying

Adults are no less impervious to bullying than children in school. Not only that, but they’re just as likely to utilize the same solution—duck out to avoid the bully. Absenteeism can be a symptom of a much larger problem than intermittent attendance. Employers should encourage employees so they feel comfortable reporting harassment. In addition, keeping an open-door policy can help as shutting management away in an office can keep problems hidden until they boil over as unscheduled absences.

Poor Morale in the Workplace

No employee will want to come into work if the atmosphere is tense, combative, or dismissive. Employees that feel disrespected or like their employer doesn’t allow them to make decisions will rapidly decrease in productivity. Their drive and desire to come to work on time (if at all) will tank as well. Employers need to establish healthy work environments and create a company culture that allows employees to thrive. Recognizing performance, hosting workplace fun days or events, and so on can help boost morale.

Poor Flexibility

Employees have obligations at home that can make their work schedule seem insurmountable. Whether they are caring for an aging relative, an injured family member, or trying to get their children to school on time, employees can feel the strain of a traditional nine to five schedule. Offering flexible scheduling so employees can set their hours to better align with their lives can eliminate the need to call out to take care of responsibilities on the home front.

Stealing Minutes

While absenteeism usually means an unscheduled absence, it also encompasses employees arriving late, leaving early, or taking excessively long breaks. This time adds up and can affect other employees as well. Having a robust absence management system in place can give HR the tools they need to track these scheduling infractions to identify trends and rectify the problem swiftly.

If your workplace is struggling with absenteeism or other attendance problems, the experts at Actec can help. Contact us to learn how our absence reporting program can help your business.

How to Solve the Top 4 Challenges in Claim Status Inquiries

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October 7th, 2019

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Monitoring the status of a claim is important to ensure it funnels through the correct channels without time-consuming errors, denials, and more. However, providers often report that monitoring a claim’s status is a heavy burden as it takes up considerable time. While one claim only requires around 14 minutes and costs an estimated $7.12, medical providers made 737 million claim status inquiries by phone, fax, or partial electronic means in 2018 alone.

The following are the biggest hurdles for providers, practices, and billing teams when it comes to claim status inquiries:

  1. Manual inquiries are costly and time consuming. Looking at the statistics above, manual claim inquiries cost billions of dollars and took up millions of work hours.
  2. Claim status inquiries don’t yield actionable results. Many claims follow their course as they should, which means providers waste their time following up on claims that aren’t at risk of denial.
  3. There are often limits to how many inquiries a provider can place on one call. This means providers must make multiple inquiries, taking up even more time.
  4. Lack of visibility makes prioritization difficult. Providers can’t intrinsically know which claims offer the highest yield, which can mean they give unnecessary time and attention to lower priority claims.

The simplest way to shorten the amount of time and money spent on claim status inquiries is to automate the process. Compared to manual and partially electronic claims, fully autonomous claim status inquiries cost $1.89 per claim and only take up around five minutes of the provider’s time. This means with 100% electronic claim status inquiries, the healthcare industry could save as much as $2.6 billion per year.

Improving the claims process from start to finish not only improves customer satisfaction, but it also helps save time and money for the provider while boosting transaction rates for the insurer. Insurance companies will receive more claims on a faster timeline, which translates to more cash flow. To learn more about improving the claims handling process, contact the experts at Actec.

6 Tips to Avoid Post-Summer Blues and Absenteeism

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September 23rd, 2019

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As summer fades into fall, employers may notice their employees struggling to engage with their tasks. Returning from a summer vacation can be difficult and lead to poor productivity, detachment, and even culminate in absenteeism. Thankfully, there are several ways employees can prevent post-vacation blues in order to thrive in the workplace.

  1. Incorporate a transition day. Employees who return from vacation one day and resume work the next are likely to experience stress and resentment toward their job. Not only do they have to return to the office, but they also have to catch up on laundry, grocery shopping, and potentially recover from jetlag. Incorporating at least one transition day for these tasks can make returning to work a little easier.
  2. Plan vacation ahead of an exciting project. While almost everyone would choose lounging at the beach over spending time in an office, planning vacations prior to beginning an exciting assignment can make heading back to the office more appealing. Plus, vacations can allow employees to recharge and reenergize to give their work more focus.
  3. Schedule a mid-week return. This isn’t always possible, but returning mid-week allows employees to ease back into their schedule so they don’t feel overwhelmed. Knowing that the weekend is just a couple of days away can facilitate a gentler re-entry to regular work hours.
  4. Pace workloads upon returning. Diving straight back in at full throttle is a sure way to burnout or begin resenting the office. Starting with less complex projects allows employees to incorporate an adjustment period to build back up to their usual pace.
  5. Build in easy wins. Employees can feel defeated if they return to work and struggle to get out from under a mountain of tasks that built up while they were away. Planning some high-priority but easy to accomplish tasks upon returning to the office allows employees to generate momentum and helps them find their stride again.
  6. Have the right attitude. Employees that view vacations as a recovery from their job rather than an opportunity to recharge will likely struggle to reintegrate into the workplace. This kind of attitude makes employees resistant to returning to work.

Employers noticing their staff members struggling with the end of summer blues should take steps to ensure a positive company culture. When employees know their employer cares about their wellbeing, it improves their productivity, engagement, and attendance. Contact the experts are Actec to learn how we can help your business tackle absenteeism and other attendance challenges.

How to Address Attendance During Back to School Season

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September 9th, 2019

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As summer comes to a close, students will be heading back to school. This means more vehicles on the roads as teenagers drive themselves and buses pick up younger students. Not only that, but employees may transport their children to school themselves. This increase in traffic and personal responsibilities may cause problems at work as previously punctual employees begin trickling in well after they were due to arrive.

Develop a Preparedness Plan

Back to school season is an easily trackable event and it doesn’t have to present challenges if employers know how to manage it effectively. Sending out reminders to employees can keep it on their radar and recommending making adjustments to when they depart for the office can reduce tardiness. Employers should also allow for leniency the first week back to school as employees make adjustments to their schedules.

Accommodating Employees with Children

While employers don’t have to accept tardiness as the status quo, they can make changes to make it easier for parents that drive their children to school. Instituting flexible schedules can allow these employees to shift their work hours to allow for this change in their routine. Not only does this improve the employee’s morale, but it also improves their loyalty to the company, as they know their employer cares about their work-life balance.

When to Intervene

Employers may notice attendance problems at the start of the back to school season, but tardiness can be a sign of a larger problem. Employees who habitually arrive late despite adequate forewarning and fair accommodations may be abusing their employer’s trust. Implementing an absence management system can allow employers to track late arrivals, early departures, and unexcused absences.

This allows managers to identify attendance trends and pinpoint potential absenteeism before it becomes a chronic, widespread problem. Actec understands the challenges involved in managing attendance. Our customizable absence management solutions can help you stay on top of attendance and improve productivity. To learn more about implementing an absence management system, contact the experts at Actec.

Are Your New Adjusters Making These Mistakes?

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September 3rd, 2019

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There is a steep learning curve for new adjusters just as there is for anyone entering into a new career track. Insurance adjusting has a broad appeal due to how easy it is to enter the industry and how lucrative it can be straightaway. Once an adjust passes their state license exam, they’re good to get started. They also know they won’t get paid until they close their claims. This usually results in the mentality to close as many claims as possible. However, several hurdles impede an adjuster’s ability to close claims rapidly and these challenges can result in mistakes.

Insufficient Preparation for Estimate Writing

The vast majority of claims work is spent writing estimates. With hurricane season in full force, new insurance adjusters can expect several claims to come their way in the next few months. However, while they’ll be juggling several claims, which means a good deal of money is at stake, they’ll also be struggling to get a handle on accurate estimate writing.

Programs exist to assist with this, but learning them takes time that veteran adjusters won’t have when natural disasters strike. New insurance adjusters need to learn the ropes of estimate writing and understand the basics well in advance of known busy seasons for insurance claims. This will reduce how long it takes the new adjuster to close claims, meaning faster payouts.

Disorganized Processes and Procedures

New adjusters will need a systematic, step-by-step process for how they work claims. Failing to do so will often leave new adjusters bouncing from task to task, missing small details, or forgetting certain steps. Small mistakes can result in kicked back claims, which take up valuable time to untangle and resolve. Organization is key in keeping details straight and having airtight procedures for working claims can ensure they process smoothly from start to finish.

Actec understands the challenges involved in processing claims. Customer tensions are high and adjusters need to process claims quickly to keep everyone happy. Contact us to learn how we can help improve your claims life cycle from first notice of loss (FNOL) to closing the claim.