Did you know that 96% of employees who are happy with their benefits are more likely to be satisfied with their jobs?
So, how do you ensure employees not only know which benefits their employer is offering, but also understand those benefits to make an informed decision about their health and voluntary benefits selection?
As you gear up for your clients’ – or your own employees’ – fourth quarter open enrollment, here’s a few things to keep in mind:
- Communicate, communicate, communicate. And then when you think you’ve communicated too much, communicate again! Remember the Rule of Seven: People need to see or hear your message at least seven times before they take action. And this becomes even more important with benefits communications, when education is crucial.
- Change it up! When you’re communicating, change up the way you share your message. Don’t assume everyone will see the table tent on the lunch table or the poster in the hallway. Use email, social media, the intranet, instant messaging, desk drops (yes, the old-fashioned paper kind), direct mailers to the home to engage the spouse, group meetings, manager meetings, one-on-one meetings – and more! The sky’s the limit. Just make sure you change up your media.
- Mind your audience. Are you talking to a Baby Boomer? A Gen Xer? A Millennial? Or maybe a Gen Zer? Each is going to need different info – and each will react to your messages differently. It’s imperative to vary your messaging within your media to hit each audience.
- Who ya gonna call? No, not Ghostbusters! This time, it’s needs to be your company's benefits expert: Someone in HR, your broker, the president of your company, etc. Determine who can answer employee questions about their benefit package – and do it in a timely manner. Employees need to know they have someone they can turn to with their questions before open enrollment.
- This way or that? Think about how employees would be most inclined to participate in open enrollment. With a dedicated benefits expert on hand to help and answer questions? With their spouse at their side to discuss? Think about how you would want to enroll, and what would make the process seamless and smooth for you. Then consider how you can make it just as easy for employees.
- How’d we do? Enrollment isn’t finished when the applications are all submitted. Not by a long stretch. It’s time to follow-up with surveys for all! That includes not only the employees who enrolled, but also the HR and benefits staff, managers, marketers, senior leadership and anyone else who was involved in putting the program and process together.
By putting some extra thought into the planning process and marketing efforts, you can pull off the best open enrollment you’ve had to date!
Want to talk more about how best to communicate, promote, educate and market before, during and after open enrollment? Reach out today – we’d love to chat more.
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