How to Encourage Employee Engagement During Open Enrollment

2.5 minute read

Open enrollment is a crucial time for employees to make decisions about their benefits, impacting their health and financial well-being. However, many rush through this process. A Voya Financial survey found that the average American spends far more time on social media each day than reviewing their benefits information for just one day during open enrollment; nearly 7 in 10 (69%) employees spend 30 minutes or fewer reviewing their options. Many choose the same benefit options as the previous year.

Encouraging employees to invest additional time in open enrollment results in more informed decisions, heightened satisfaction, and a more committed and engaged workforce.

Encouraging Active Employee Participation

As health costs rise, it's important to review offerings and make thoughtful benefits decisions to ensure adequate coverage for employees and their families. Rushing may lead to missing essential options. To boost employee participation in open enrollment, employers can consider these strategies:

• Educate and inform employees. One primary reason employees may neglect open enrollment is a lack of understanding. Providing comprehensive education about benefits and the importance of informed choices can help. Employers should consider hosting interactive workshops or webinars, offering easy-to-understand guides, FAQs, and comparison charts. Personalized emails or messages highlighting key benefits and changes are also essential.

• Leverage technology. Technology can simplify and enhance the open enrollment process with interactive, user-friendly platforms. A centralized, mobile-friendly system allows employees to access information, compare plans, and make selections on the go. Decision support tools aid personalized choices, while ensuring technology doesn't lead to rushed decisions.

• Encourage younger employees to take their time. Rushing through open enrollment can lead employees, especially younger ones, to miss out on crucial benefits. A Voya Financial survey found that 79% of Generation Z spends 30 minutes or less reviewing their options, compared to millennials (68%), Generation X (65%), and baby boomers (63%). It's essential to give all employees ample time to research and ask questions about their benefits.

• Provide support and assistance. Employees may feel overwhelmed by open enrollment, especially with complex needs or questions. Robust support can help, such as setting up a help desk or hotline for assistance, offering personalized consultations, or encouraging knowledgeable employees to share tips with colleagues.

• Communicate year-around. Benefits education should extend beyond the open enrollment window. Employers should continuously provide resources to help employees understand and maximize their benefits, emphasizing the financial impact of their decisions. This ongoing support ensures employees make informed choices, particularly during open enrollment.

• Foster an overall culture of engagement. Creating a culture of value and engagement boosts open enrollment participation. Maintain year-round communication about benefits and wellness, seek employee feedback for improvements, and recognize active participants.

Conclusion

Motivating employees to engage with open enrollment ensures they make informed decisions and feel supported. Educating and incentivizing them maximizes benefits, enhancing job satisfaction and leading to a more motivated, healthy, and productive workforce. Download the bulletin for more details.