Before you file away this year’s open enrollment campaign deliverables—and while it’s still top of mind—we recommend that you take some time to reflect upon your enrollment communications campaign this year. Use our new Open enrollment communications campaign debrief worksheet to guide you in evaluating this year’s enrollment campaign and provide constructive analysis so you can tee up an even more successful campaign next year!
It’s no surprise that annual enrollment, and the weeks—sometimes months—preceding it are stressful times for benefits pros. You’re working 60-hour weeks plus to finalize the plans your company will offer, and then teeing up the employee communications that promote them.
As it turns out, you’re not alone. For almost half of employees (49%), making health insurance decisions is always very stressful, according to the findings of a recent Jellyvision/Harris Poll communications survey.
Your benefits are designed for humans, to be used by humans. To get the most out of the huge investment you make in your plans every year, seek first to be understood. Or, in everyday language: Ditch the benefits-speak and talk to employees like they’re people. Especially during the upcoming open enrollment season, when clear and actionable should be your communications mantra.
For many of you, fall is open enrollment time, which means that right now, your team is likely in the midst of your busiest season. To lighten your load and inspire your communications, we’ve rounded up some of our best enrollment tips and tools for boosting employee engagement.
As you begin to plan your communications for open enrollment, make sure your plan includes more than just a casual mention of the wellness (or biometric) screenings that may be part of your benefits offerings. Such an important piece of your benefits strategy deserves a prominent place during open enrollment. Here are six tips to help you—and your employees—get the most from your wellness programs during open enrollment.
Is 2017 shaping up to be a year of few or no benefits changes? Take advantage of this incredible opportunity to strengthen the value proposition of your benefits, and help employees get the most out of the programs you offer.
The average couple will need an estimated $300,000 in retirement. And that’s just to cover medical expenses. In an effort to shrink the growing retirement savings gap, employers are adding a host of resources to help employees meet their future financial needs. Among these helpful tools, the health savings account (HSA) might be the most powerful.