Voluntary benefits are not as easily understood as medical and dental, though many would argue that employees really dont understand their medical plans. The key to marketing voluntary benefits is education so employees can understand how these plans provide for special needs.
Why is it that some VB enrollments are a complete bust while others have high participation and are well received and appreciated by the employees? Successful enrollments are like a three-legged stool. First is the selection of the most appropriate benefits (covered in Part 1). Second is the set-up of the enrollment to make sure that the benefits are communicated and explained to the employees. The third part is the logical conclusion, which is successful enrollment of employees into the plans.
