As organizations urgently ramp up planning for open enrollment this fall, the dynamics of employee benefits are rapidly shifting and require more than just maintaining the status quo.
Now is the time to
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Checking in with employees
According to data from
When it comes to open enrollment, businesses should ensure they are checking in with their employees so that they fully understand what their employees really want out of their benefits, whether they fully grasp what's being offered, and if they are able to confidently enroll in them.
Because benefits are often the second highest budget expenditure after payroll, benefits managers must also ensure that employees are getting the most from them. For each individual, this may be completely different. For example, while some employees may want pet insurance through their employer, it may be entirely irrelevant to others.
Along the same lines, some may prioritize family friendly benefits while others place value on certain retirement benefits. Understanding how to provide everyone with the benefits they need, while also educating them on what choice might be right for them, will ultimately lead to more satisfied employees.
One of the best ways to ensure benefits resonate with employees is to deliver intentional, year-round education. Instead of only focusing on benefits during the narrow open enrollment window, HR teams and their vendor partners should establish ongoing communication touchpoints — like sending out benefits reminders in the spring or offering "office hours" with benefit counselors to help employees navigate claims, provider networks, or dependent changes.
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Honing in on communications
Driving engagement in the employee benefits process is one of the major obstacles that benefits managers are facing. The communications process for these dealings is layered and benefits options need to be easily accessible, available and digestible to everyone.
If internal processes don't support this type of communication, then it is worth considering bringing in a partner who can, for example, make sure both print and electronic versions of the benefits offerings are available or make sure update notifications go to all employees during open enrollment.
Vendors can also provide tailored services that can be difficult for bigger companies to offer their workforce. In an HR department supporting 500+ employees, it's nearly impossible to offer individualized guidance across the board. While new hires may receive this level of attention, most employees don't get consistent touchpoints throughout their benefits journey.
For those with limited HR capacity, benefits advisors can fill in the gaps by offering education, support, and communication guidance tailored to each employer's workforce. These vendor partnerships can also help HR leaders assess how effective their current tech platforms are and whether changes or enhancements are needed to reduce friction in the enrollment experience.
Investing in strong partnerships with vendors can also help organizations stay ahead of change. Technology in the space is always improving, but an issue that many companies run into is not being able to expand their benefits because of their current platform. Technology should not be a limiting factor, and if it is preventing you from expanding your offerings, then it may be time to switch partners.
I often see organizations get "stuck" with legacy technology that no longer meets their needs. In those cases, vendor partners can help organizations evaluate new platforms that make it easier to customize benefits for different segments of the workforce — such as hourly employees versus salaried staff — and ensure every group receives relevant, timely messaging.
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A survey solution
Economic uncertainty is leaving employees in two different camps as workplace satisfaction is low while resentment is high: Those who are uneasy and feel stuck and those who want to leave and are willing to take the risk.
Better benefits can help counter both issues. It is more important than ever for employers to ensure they are providing their employees with the benefits they need, opportunities they want, and a sense of security. There's no better way to get a pulse on the needs of your employees than by hearing directly from them. Surveying team members on what they feel positively about, what they might be struggling with, and where they think their employer can step into help can stimulate new benefits ideas or shed light on an issue HR may not have previously considered.
Creating a survey just before open enrollment and one a few months after selection can help create a fuller picture of how the benefits were received, which benefits saw traction and how employees feel about the benefits once they have them.
In addition to pre- and post-enrollment surveys, organizations can also benefit from short pulse surveys throughout the year. These quick check-ins can highlight opportunities to improve the employee experience, such as offering better access to virtual care, financial wellness programs, or mental health support.
Happy employees contribute to your bottom line and offering benefits that they understand and can fully appreciate will only build employee satisfaction. From partnering with vendors who can support your HR department to creating company communications that adequately explain what's on offer, there are clear steps that every business can take ahead of open enrollment.
