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BENEFITS, PERSONAL & COMMERCIAL INSURANCE SERVICES

Conner Insurance provides comprehensive commercial, personal, and benefits insurance solutions coverage for people and businesses in all 50 U.S. states. In addition, we understand a company’s most valuable asset is its people, which is why we become your partner, advisor, and supporter. Insurance is complicated, and our team makes the process simple and effective. Schedule a consultation with one of our trusted insurance advisors to learn how our full-service agency can meet your business needs, reduce risk, and maximize your company culture.

Benefits Programs

Benefits

Valuable benefit plans that protect your employees and their families.

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Commercial Insurance

Commercial

Our robust insurance solutions cover the entire spectrum of commercial risk management.

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Personal Insurance

Personal

Insurance policies protect your home, assets, and your loved ones.

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In the News

  • COVID brought a lot of changes to the workforce during its lengthy stay, from remote working to E-learning and even casual attire. But perhaps the most significant change is the sudden emphasis on the importance of mental health in employee benefits.Since the pandemic, we have had many clients come to us requesting that mental health become a larger part of their plans or to help employees navigate current plans to access those resources. As an issue that is close to home, we know the importance of not only getting good quality care but getting that care promptly.Some employees are having to wait six months for a first visit while experiencing a crisis. This is unacceptable.And while the stigma for seeking mental health support is finally declining in the workplace, some employees are still hesitant to further request that help comes promptly. Asking for help is just the first step, finding help after can be challenging, especially when the need for help is urgent. Many employees have access to Employee Assistance Programs that offer free mental health counseling sessions for six to twelve visits along with the coverage through their medical. These are great benefits, but they are often underutilized due to a lack of awareness about them and if they are used, reaching a provider can take too long.There are alternatives to waiting.Virtual care mental health options are timely care options that can get your people the care they need, quickly. Virtual care options have been around for a long time, however they have recently become a more popular and versatile option since COVID began.This care option can give your people access to more providers, with national potential. Employees can get an appointment within a few days, rather than a few months, allowing them to get the care they need when they need it most. Not only are virtual care mental health options quicker, but they can also be more convenient, less intimidating, and undoubtedly more private, with no physical waiting room.Reaching a provider faster and avoiding long waitlists is pivotal to recovery and can help your people get back to feeling like themselves sooner. Mental health support can be an important element in an employee’s consideration for retention or when looking for a new job.There are actionable steps that you can take as an employer to help protect and promote the mental health of your people:Pick the right mental health benefits for your population. These plans are relatively easy to implement and can provide significant returns for the business.Make mental health an important part of your benefits package by educating employees and bringing awareness to the options available. The more employees utilize these options, the happier and healthier your workforce can be. Personally and professionally.Work with a benefits advisor who sees the value of these plans and can help you decide which plans are affordable and beneficial for your unique workforce. A strategic plan should be formulated to achieve positive results, with a focus on how the business cares for its people.Benefits advisors should also have education and training options available during the rollout of the benefits plan, ensuring employees not only know about mental health benefit options available but also how to use them.Mental health is a significant issue that shouldn’t be overlooked or postponed. Securing care in a timely fashion is not only important for your employees, but also for your business. The pandemic has taken a toll on our mental health, one that may take years to recover from. By implementing a benefits plan that includes mental health options, and education about those options, you can give your people the ability to take care of themselves, and others, easier.

  • Family premiums have now reached around $2,000 a month. That’s 24k a year. On top of that families typically need to pay $6,000 to $10,000 deductibles. A tremendous amount of money that can leave many households struggling. We have reached a point where employers, advisors, and many others in the healthcare system need to recognize that this is a problem. We have to say enough is enough.High costs start with how employers buy health insurance, an expected, mandatory process that, for most, takes place yearly. The renewal process has been created by the insurance companies and has been a forced acceptance that advisors and employers have gone along with, which is the root of what has gotten us into this mess.We can easily blame hospital facilities for high costs in healthcare, but when we dig a little deeper we can see that insurers agree to pay unwarranted, high prices and continue to raise premiums for their own gain. Using their size or purchasing power to achieve extra profit instead of using that leverage to manage costs, protect health care dollars and produce fair prices.You can help stop the madness by reconstructing your benefits. Here are some points to consider:US healthcare quality is not the highest compared to the rest of the modernized world, despite the fact far more dollars are being spent on healthcare in our country. Nonprofit hospitals are actually more profitable than many American companies. These health systems should be lowering their costs and using profits for the people, instead of their gain.Insurance companies need to make their quality scores and pricing transparent. Which will introduce market forces into the healthcare system. We need brokers to be excellent at their craft. Instead of focusing on their golf game and commissions, we need them to be experts in managing the healthcare supply chain. And pharmacy. Together, drug manufacturers, pharmacy benefit managers, and insurers are driving drug prices upward. This complex system has virtually no regulations preventing manufacturers from setting high prices and pharmacy benefit managers from keeping profits from negotiated discounts.These challenges contribute to the high costs of healthcare today and with continually rising premium rates and some brokers making poor choices for your business, navigating the healthcare system can feel like an uphill battle. But, if you rethink your plan’s design and work with the right people, you can achieve a fair, cost-effective benefit plan.This can be challenging for some employers because of empty promises from brokers saying they can save money, yet nothing changes. Employers receive the same excuses every year and a strategy to address the issues is never materialized. Many times short-term rate reductions are offered and seem satisfactory at the time, but those reductions aren’t combined with a long-term strategy to keep the savings. A strategic plan can help you consistently reduce costs, year-after-year, creating positive outcomes without risking employee experience.You have to have a strategic plan, you can’t just hope for a good renewal rate. First, demand a strategic plan from your broker.Second, establish a timeline using the strategic plan.Third, execute and measure the results.Premiums reaching 24k a year and deductibles over 6k are hitting families too hard. As employers and advisors, we need to address this problem. We need to deliver functional, affordable health care for our people. This can be done with a strategic plan, but you need to start today.Let’s do this!!

  • Our client faced a staggering 30% increase in renewals this year due to a high claimant on their plan — one that was no longer an employee during the renewal process. Their employee left the company in July, yet the previous high claims were included in the cost of the renewal.Price hikes like these are unfair and should be reversed.After careful analysis and digging into plan data we were able to move this client to a different insurance environment that recognized the difference in reality and were able to secure a 15% decrease. This allowed the company to cultivate their culture and achieve their goals — to give back to their employees. They are now able to provide enhanced benefits that take better care of their people. Another client had a 25% increase. After an appropriate risk evaluation and pursuing alternatives that work for them, we achieved a 19% decrease. The money gained by that change was then used to lower employee contributions (that came out of their paychecks), essentially giving their people a pay raise.Many companies face the same dilemma.You need to consistently evaluate your plan, dig in, and appropriately assess your risk in order to pay a more reasonable rate. If not, you could end up paying these unfair prices that can negatively affect your entire business.From the CEO to the employees, a sharp increase in expenses can impact your people, on an individual level. For example:CEO’s who are responsible for the culture of a business, keeping the people happy, and maintaining positive numbers each quarter are heavily impacted by increases so large.A CFO wants to provide a generous and competitive plan to employees that doesn’t break the bank. Steep increases in renewal costs can alter this plan and force CFO’s to face an erosion of bottom-line performance and possible destruction of budget forecasts causing undue stress. From an HR perspective, that increase erodes employee compensation, affecting overall employee morale, happiness and satisfaction negatively impacting retention and recruitment.Employees dealing with increasing premiums, deductibles, and copays can leave them feeling frustrated and disappointed creating an unhappy workforce. This can lead to increased employee turnover or a policy that is underutilized.If you have a fully insured plan, you may be used to seeing outrageous price increases of 30 to 40%, but there is a way to reduce these costs, alleviating stress and strain across the entire workforce.We need to reduce the costs and give back.Working with a professional, like us, to conduct an appropriate risk assessment and negotiate on your behalf can help you reduce high percentage increases, saving you money that you can use to give back to your people. Keeping track of group changes including claim history, group size, and demographics throughout the year is an ongoing responsibility to ensure you achieve the best price and plan. Insurance companies use these details to estimate your rates, which is fair, as long as those rates aren’t well above current claims, which can happen quite easily.For our clients, their renewal was $473,000, with a thorough assessment a new price of $309,000 was secured. We were able to achieve a reduction of $70,000 from what they were currently spending, significant savings that can be used for company culture, structural or process improvements, and giving back to employees.By using your health plan to effectively solve these problems and manage the risks involved, key stakeholders within your business can take home a win. We have saved our clients hundreds of thousands by assessing plan data and making the necessary changes, don’t hesitate to reach out with any questions.

  • Imagine being in the hospital awaiting surgery. Your team of doctors presents you with two options. The surgeon explains each option with precise medical terminology, procedural protocol and possible outcomes. But what if you still don’t understand what the options are and what they mean?How do you actually make that decision?That’s often how healthcare insurance can feel. You may be presented with ways to improve your plan, but when there isn’t enough context, you may not be able to weigh the evidence efficiently. This creates confusion and the reasons behind those changes and options can become lost.Yet, this is what brokers often do in renewals and what HR departments do when they give employees options for their plan. Healthcare policies are presented with terms, conditions, strategy and objectives that can be confusing, even for a well-versed broker or HR manager. We need to keep it simple.To make decisions we generally gather information, identify alternatives, and weigh the evidence. If the needs of the decision are met or resolved, we can safely choose an appropriate action. But, when the alternatives become unclear and we can’t weigh the evidence appropriately, the decision becomes less of a choice and more of a defeated guess.We take these same steps when we make decisions for our business. And sometimes there is no room for guessing.These decisions can impact not only your bottom line, but your people. To help give you a real choice for your health insurance plan and avoid the illusion, consider these points:An in-depth approach to your benefits may not be an effective way to have your options presented to you. Your broker and HR Manager should be explaining options in a way that is easily understood.Pros, cons, and outcomes of each option should be highlighted only after a complete understanding of the proposed policy has been reached.Unlike a doctor, knowing what your broker is most comfortable with is valuable, but shouldn’t be the base of your health insurance decisions.Review your options carefully, ask questions and utilize any resources your provider has available.Getting technical is important, but going technical isn’t helpful without first establishing an understanding of the strategy. As experts, we need to make sure the information you receive is digestible. We need to make sure we ask the right questions, get the right insights and work with partners who take a consultative approach to make sure we are making wise recommendations. So you can truly understand what your options are.In-depth details won’t matter to someone who doesn’t comprehend the explanation. For most experts, no matter the profession, the desire to be transparent and run down all of the potential outcomes is strong, but if the scenarios don’t make sense, the depth just creates fear.We need to break things into pieces. We don’t need to know how to build a custom watch. Start by telling time. Then go deeper. We need to keep it simple.As one of the biggest expenses for your company, understanding your healthcare insurance is important because only then will you know you are providing the best benefits for your people while staying within budget.If you need help to truly understand your healthcare insurance policy, don’t hesitate to reach out. We can explain your options in a way that makes sense. Getting all the information you need is important, getting all the information the right way is imperative.

  • Now is not the time to take your foot off the gas. When it comes to your employee benefits strategy, maintaining a constant speed throughout the year is the best way to ensure your plan will meet its required objectives.By taking an in-depth look of what happened in 2021, you can create a strategic plan for 2022 to focus on your 2023 year, protecting your investment by producing a well thought out, efficient benefits plan that works for your people and your business.The workforce is constantly changing — new hires, company structure, political and economic landscapes can all affect your benefits strategy. Which is why reviewing your benefits plan frequently throughout the year is important. Don’t set your plan on the shelf.If you take your foot off the pedal, you could lose momentum and deviate from your goals. Seizing opportunities and adapting your plan to account for these changes can be hard to accomplish after slowing down and waiting six months following renewals. By assessing your benefits plan consistently you can determine if your plan is meeting your employee’s needs and your company’s targets and if it isn’t, you have time to strategize ways to modify it.There are several other common missteps when employers are considering their employee benefits plan which are:Delaying. Don’t wait too long to begin your benefits strategy, creating an effective benefits plan that supports your people while keeping costs low takes time.Not weighing the pros and cons fully. Cost-savings, tax advantages, legal compliance, and affordability are just a few aspects of your plan that need to be examined closely.Being afraid of change. Executing changes can feel overwhelming, but could be crucial in unlocking an efficient benefits program. Shortcutting the education process. Your people need to know how to navigate their benefits. Implementing benefits training and education sessions throughout the year will work towards a fully utilized plan. Evaluating benefits decisions in a silo. Your benefits should reflect your holistic business mission. They should adapt with the changing needs of your workforce. If you care about your employees, your benefits program can represent that. Not involving the whole leadership team in your benefits strategy. Just like other areas of business, team leaders need to be involved in company and project strategy for success, your benefits should be no different.Your advisor should be able to help you avoid these mistakes. They are there to analyze your benefits plan, show you what the high value points of your plan to consider and provide options.If they aren’t, we can help.Our process involves the Healthcare spectrum. We establish your goals and begin the education process for what comes next — those high value items that will make your plan efficient, cost effective and more importantly what your people need.The education process occurs during the first two quarters and helps determine and prepare for the decisions that come for Q3 and Q4.We bring in the right partners, we talk about the pros and cons, we explain concepts and are transparent with our clients. We take an in-depth look at how your employees are navigating the healthcare system, how they are selecting high quality providers and if they are getting their prescription needs met.Ask the right questionsWe also take a look at how your plan is being rolled out and maintained. Is there enough information and support available for questions they may have? Also, is your administrator moving forward with new efficiencies? Are they looking to streamline processes and engage your employees?These are all important questions and areas to address when looking at your employee benefits plan, afterall they are an essential part of your competitive compensation packages. To get the most out for your employee benefits plan, you need to develop a strategy that will evaluate its effectiveness throughout the year. You need to maintain your momentum to reach your goals.Now is not the time to take your foot off the gas for your employee benefits strategy. If you need help with this, don’t hesitate to reach out.

  • Leaders that are confident in their communication and people skills, have strong management strategy, exhibit innovation and demonstrate empathy are better able to guide their organizations and meet their goals.A focus on self-improvement can help c-suite leaders strengthen these abilities. Afterall, personal growth can be considered professional growth, especially at this level of career success. However, the workforce is always changing, making the challenging job of a c-suite leader that much harder. To be successful, you must constantly adapt and evolve as your people and business evolve.To do this, many c-suite leaders turn to reading. You can gain valuable knowledge from others perspectives and experiences — creating empathy, developing confidence and reducing stress. All are valuable abilities that can help you better relate to your team and achieve success.Books to excel your leadership skillsTo help you on this c-suite journey, I have generated a list of the top five books every company leader should read. They are:  The Way of the Shepherd: Seven Secrets to Managing Productive People by Dr. Kevin Leman and Bill PentakAbout the book: Meet your people’s needs to be able to draw out their best potential. Leman and Pentak show us the importance of leading our people as individuals, not a crowd.Why you should read it: The Way of the Shepherd will teach you how to lead the people around you so they will view their work as a calling rather than merely a job, a place to belong, rather than a place to work. It shows you how to infuse work with meaning and how to engage and energize your workforce.  The Infinite Game by Simon Sinek About the book: Take an infinite view of your work. Players may get traded and the stadium may change, but the game is always on. Have a long term perspective on strategy and decision making versus short term wins and loses, which are mile markers, in an infinite game.Why you should read it: Simon Sinek shows us a different perspective on the thrills of promotion — there are no winners and there is no time limit. The goal is to stay in the game. An insightful book that encourages a mindshift change. Don’t just live by quarters and annual budgets.  Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James ClearAbout the book: Learn how to lead your people with habits instead of outcomes. Coach and develop strategies that create good habits and eliminate the bad ones. Why you should read it: You know what you have to do, but do you know how to do it? Clear shows us how to consistently and successfully develop habits that we can implement into our lives and business. We can use this knowledge and strategy when leading our people.  A CEO Only Does Three Things: Finding Your Focus in the C-Suite by Trey TaylorAbout the book: Keep your focus as a CEO and stick to high value activities. Stay attached to the things that matter most.Why you should read it: Taylor shares inspiring insights and practical applications that help leaders avoid burnout. Learn how to manage your attention and cut the clutter from a challenging c-suite position.  Love Does: Discover a Secretly Incredible Life in an Ordinary World by Bob GoffAbout the book: Lighthearted and inspiring, Goff shares thought-provoking stories that show us ways to care for people in a radical way. Care by being available. Care with your actions. Why you should read it: A lot of times we care for people within our own convenience, but we should look at what it looks like to do that differently and apply that practice to our business and in our lives. *bonus* book recommendation for c-suite leaders: Ben’s Bonus Book by BenAbout the book: Life & Death Decisions in the C-Suite reveals the truth behind the private healthcare and health insurance industry that has plagued businesses and organizations across the US. Why you should read it:Reading has a number of personal and professional benefits that can help you to create value and achieve success. Reading can help us generate new ideas, gain insight, perspective and develop empathy. We can also be reassured by learning from others’ experiences, which can reduce stress, a common side effect of a c-suite position.While a c-suite position can be challenging, it can also be extremely rewarding. By learning and focusing on our self-development we can begin to influence and inspire our team, helping them and our company succeed.

  • The University of Louisville won the 2013 NCAA championship, but it turns out — they actually didn’t. The title was vacated, leaving Louisville fans, coaches, students and players with nothing more than a memory of the victory. The players and coaches on the Louisville team worked together to win the championship, they played a great game, each person contributing their expertise equally. However, behind the scenes some teammates exhibited dishonest behavior, which ultimately led to their loss of title. Success is a delicate balance When a team works together to achieve the same goal, great outcomes can be achieved. However, knowing whether your teammates remain truthful, honest and ethical can be difficult. The way in which you manage your employee benefits and your relationship with your broker is similar. There should be transparency in the relationship at all times, otherwise, just like the University of Louisville, you could think you’re winning, when in fact you’ve already lost. You need to know if you can trust your broker. This is especially true now, with benefit renewals approaching. We have been talking to a CFO who is facing this challenge. His broker has recommended questionable benefit options and has been dishonest. The CFO is attempting to mend the relationship, but without a trusted advisor, he has taken on the majority of the workload alone. This is now causing complications and new friction in the renewal process, because this is unspecialized territory for the CFO. We are left to wonder If you trust your broker too much and they aren’t providing you with the best options, you could be placed in a disadvantageous position. However, if you don’t trust any broker at all, you are left to navigate the process alone. And because there is so much on the line when it comes to employee benefits and healthcare insurance, you need to have a trusting relationship with your broker and know they are doing what’s right for your business. But how can you assess that? The ultimate goal is to get to know your potential broker, to build a solid relationship with them. You need to set expectations, ask questions, initiate conversations and consider answers carefully. Learn how they solve issues, address problems and build strategy because this information will help you decide if your broker is right for your business. Some employers use a request for proposal (RFP) to help examine prospective insurance brokers. However, this tool doesn’t give you enough insight about how those brokers operate and if you don’t ask the right questions, you may not receive the information you need to make the best decision for your workforce. If you do choose to write an RFP, it should be only one step in your plan, because if you rely on this process alone, you could be placed in the same position as the University of Louisville — you think you won the national championship, only to find out it was a front the whole time. Some key considerations and questions that you should focus on when assessing the relationship between you and your broker are: Consider your business’s process and what you expect from your broker. How do they impact the bottomline? How do they build a strategy? Talk about where you’re uncomfortable or where you are confused in your plan. A good broker can propose new, bold and exciting options, so be sure you fully understand the mechanics, not just the salesmanship. Ask for clarity on both sides. Where do they contradict? Where are they similar? Don’t immediately agree with what the salesperson promises in a single meeting. Accountability and transparency should be tied to everyone involved, including your broker. How are they compensated? How are they held accountable for their promises? How is their performance measured? What happens when they succeed? What if they fail? Start this process, and examine these matters a year or more ahead if you can. When your broker has all of the answers, that could be a red flag. A good broker should have specialists that are outside of their area of expertise, and they should be open about these reliances. Continually providing all of the answers to your questions could mean they are stretching truths, which means you may not be receiving the best benefits for your business. In the last eighteen months, everything has changed. So if a broker has all the answers today, that is concerning. A good broker is learning new things every day. They need to sift through new regulations and trends and decide which topic is urgent for their client. Their decisions need to be made through a lens of how they support you, their clients, in the general healthcare market. New regulations will help Now, brokers have to openly disclose any compensation they may receive when recommending options to you. This will help prevent you from making choices for your people that aren’t ideal, because they were presented to you for the wrong reasons. The new regulations also come with additional rules for employers, emphasizing the need for a trusting relationship with your broker. Learn more about these regulations here. University of Louisville may have won the 2013 NCAA, but the success was short lived. The team has been left with only a memory of a tremendous title due to dishonesty and poor decisions. You need to have a trusting relationship with your broker or you could be left with benefits that don’t represent your business culture. You deserve to have a broker that is open and honest with you. Ask the right questions and don’t settle for all the right answers.

  •   You want what’s best for your employees, but are you working hard to make the right choices for them? As an employer, it can be tempting to sometimes choose the easiest way to do something instead of choosing the best way because the path of least resistance often gets the job done quicker.We see this in the healthcare industry frequently. Employers set their employee benefits and don’t give them another thought. This could be because healthcare is confusing and time-consuming, and many employers simply feel they don’t have the time to make changes to an existing plan.But, if you want what’s best for your employees, you need to prioritize your benefits and make them part of your business culture. In doing so, you can promote a healthier and more focused workforce. When you continue to be passive about your healthcare program, you could be missing opportunities to truly show you value your people. Protecting your people. Medical debt is a growing problem in America and that debt is affecting employees in a significant way. Your employees could be struggling with these debts, leaving them with difficult financial and healthcare decisions. They could be risking their life by going to the wrong place for surgery, missing opportunities for preventative medicine, or declining proper healthcare recommendations. This is why you need to dive into your benefits program, because you could save or radically improve the lives of your employees. Isn’t that worth it? There’s a call for you to try. You don’t want your people in medical debt. With a poor surgeon or a bad health outcome. There is no room in modern business to neglect the needs of our employees, especially when it comes to their health. Delivering the best. If you aren’t thinking about your benefits plan and simply sign the dotted line yearly, you need to start making a meaningful effort now. Your employees depend on it. Some key areas to begin your focus are: Education. Your employees might not understand how your benefits work, what they are eligible for, or even how to apply. By educating employees about their benefits — new hires and continuously throughout their employment — they will have a better understanding of what’s being offered to them. Plan ahead. Set a schedule and assess your timing. Know when to address your benefits plan and address it regularly, especially before renewal season begins. Don’t avoid or delay this process. Revenue options. Your spend can do more than you think. By analyzing your data you can gain insight about where your money is going and if you are getting a return on your investment. Communicate with your leadership team. They may have concerns that need to be addressed such as employee engagement, retention, or absenteeism. Communicate with your people. Your employees are a reliable source of knowledge, only they can tell you what they need and if the benefits are working for them. Many times putting the effort into these areas doesn’t seem like a priority because it doesn’t feel core to the business, but your people are core to the business. They are the most important part of your business because you truly cannot operate without them, therefore we owe it to our employees to attempt the more difficult path. After all, employee benefits are there to protect your workforce, to keep them from wondering what will happen if something goes wrong. Your people deserve the best options that are available and that means you need to make the best choices, not necessarily the easy ones. Sometimes the best things in life are the hardest to accomplish. Likewise, the best choices for our business are often the ones that are more challenging to execute. Prioritize your employee benefits, ensure they are current and complement your unique workforce. Because if you do, you can say with confidence that not only do you want what’s best for your employees, but that you are delivering the best for them.

  • When health insurance companies merge, or an acquisition takes place, the immediate effects to your company aren’t always evident. But slowly over time, you may notice your benefits plan begin to erode and your policy might look radically different and be far less optimal from when you started. For some health insurance companies growth is largely due to buying other businesses and absorbing their clientele, namely — you and your employees. When this occurs, the new insurer may have a wider variety of options to offer and although you may choose to keep the plan options the same at first, year after year, the new carrier can shift the policy. We have a client who experienced the effects of an acquisition first hand. Several years ago they decided to purchase insurance from a small nimble agency, a perfect fit for the company. They were happy with the policy they received because it was cost effective and provided everything their employees needed. Unfortunately, after a few years, the owner of the agency retired and sold his business to a larger insurance company. When large companies settle in Overtime, the client’s insurance policy was absorbed into big box solutions and driven toward specific carriers. The clients and their employees were no longer happy with the policy and because the changes were gradual and plenty of time had transpired since the large company took root, the clients were left wondering just how the policy became so unfit for their company. These situations are unfortunately more common than you might think. We often see large agencies making choices that are about what’s good for the agency and not for the client. Sometimes this is simply because a broker is comfortable doing things a certain way, even if that way doesn’t suit all clients. And other times, brokers working for larger companies receive incentives to sell you a higher-priced plan or a plan that is structured to produce more profit for the provider rather than savings for you. When we come across circumstances such as these, we can help by using basic low level strategies that can return the policy to its original quality and unlock those hidden savings. Know what to ask There are several key points to consider when discussing your health insurance policy with your broker or agent, such as: Request your policies data and be sure you receive it in a timely manner. If your policy has changed over time and no longer fits your company culture, discuss your options with your provider to make necessary adjustments. If a broker is suggesting a specific plan or carrier, ask if there is a different commission or monthly fee for that particular plan compared to others that are not being recommended. It is your right to know if incentives are being offered. Maintain communication with your employees during renewal time as well as periodically throughout the year, to be sure your benefits align with their needs. If there are employee complaints or desires, be sure to bring them up with your provider. Customer service can suffer after a merger or acquisition. If you find you are not getting the help you need, you may need to consider another carrier. Stay on top of your health insurance policies, or bring in the help of an advisor who can help. Remember that maintaining a good health insurance policy needs attention throughout the year, not just at renewal time. Employee benefits are often an overlooked aspect of business, which is why small changes in a policy may go unnoticed over time. We also tend to put a lot of trust in the people we hire to manage our health insurance policies. Asking the right questions and obtaining the data is a way to protect your business from the bureaucracy of large insurance companies. If you are unsure about your current health insurance policy, talk to an insurance professional (like us). Sometimes, with even a small adjustment you can see significant results within your plan. Transparency in the health insurance industry is important for all involved, especially the business owner and employees. When large insurance companies manage your health insurance they can slowly manipulate and change the policy to increase their own revenue, even if those changes aren’t what’s best for your company. We wouldn’t let this happen internally in our own businesses, and we shouldn’t work with people who would. If you have questions about your health insurance policy, don’t hesitate to reach out.

  • Empathy and understanding are key when trying to do the best for employees as a leader.

Personal and Commercial Insurance Company

Who We Are

  • Family-owned for over 70 years
  • Awarded "Best Places to Work in Indiana" six times
  • Finalist for Healthiest Employer of Indiana nine times
  • CEO Ben Conner recognized in Indiana Business Journal 2021’s Forty Under 40.
  • Highly qualified trusted insurance advisors with specific areas of expertise.
  • Mission-driven, relationship-minded, culture-centered, health-conscious business.
    • About Us

What People Say

Conner Insurance has set the standard for superior guidance and exceptional service for more than 70 years.

Casiana Warfield

My husband and I are first-time home buyers and Ashley took the time to walk us through the home insurance process. She is timely and personable. I can rest easy knowing our policy is comprehensive but also affordable.

Ellie Orzeske

Brooke was great! She answered quickly and was extremely helpful throughout the process. She was able to save us over $500 a year on our policies. Would highly recommend her!

Erik Cooper

We finally found a health insurance partner that we trust and that goes to bat for our company.

  • Benefits Programs. Fully-Insured, self-insured, and captive solutions for medical, dental, vision, and more.
  • Employee Benefits. Medical, dental, vision, and disability insurance options for companies big and small.
  • Benefits Strategy & Planning. Comprehensive data analytics, population management, and other tools to help your program operate efficiently and improve your bottom line.
  • Human Resources Consulting & Strategy. Attract, recruit, and retain talent while creating a world-class company culture.

Contact Us

At Conner Insurance, we want to be your insurance provider of choice. We offer full-service insurance and HR consulting to individuals and businesses in all 50 U.S. states. Contact us at (317) 808-7711 to speak to an advisor, get a quote, or schedule a consultation with one of our professionals.

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