Open enrollment is a critical period for employees to make important decisions about their benefits, yet many struggle to engage. As HR professionals, it's crucial to help employees understand why this matters and how they can make the most of the opportunity. Here are some strategies to ensure your team is ready and informed during open enrollment.
1. Communicate Early and Consistently
Start talking about open enrollment well in advance—ideally 4-6 weeks before it starts. Use various channels like email, meetings, and digital platforms to keep the message clear and frequent. Consistent communication helps keep open enrollment top of mind for employees.
2. Highlight Personal Benefits
Employees care more when they understand how the benefits impact their lives. Instead of focusing on general information, emphasize personal advantages, such as potential cost savings or wellness perks. Use real-life examples to show how choosing the right plan can benefit them financially and improve their overall well-being.
3. Simplify the Process
Open enrollment can be overwhelming with too much information. Make it easy by providing simple guides, checklists, and infographics that break down complex options. Offering one-on-one sessions with HR can also help employees make informed choices.
4. Leverage Peer Influence
Encourage peer-to-peer conversations by creating open enrollment ambassadors from various departments. These employees can share their positive experiences, answer questions, and promote participation among their coworkers.
5. Create Urgency with Reminders
Employees often forget to prioritize open enrollment. Use countdowns, reminders, and notifications to highlight deadlines. However, be mindful not to overwhelm employees with too many messages—timing is key.
6. Offer Incentives
Incentives like gift cards, wellness rewards, or raffles for early enrollment can drive participation. Gamifying the process with friendly competition can also increase engagement.
7. Be Clear About Consequences
It’s important that employees understand the consequences of not enrolling. Will they be auto-enrolled in a default plan? Will they miss out on new benefits? Being transparent about the impact of inaction can motivate them to act.
By following these strategies, you’ll not only boost open enrollment participation but also help employees make better-informed decisions. At HR Wise, we’re here to support your HR team with tailored strategies that fit your company’s unique needs. Contact us for more information on improving open enrollment engagement.
