For Business | Open Enrollment Planning

OPEN ENROLLMENT SUCCESS

People who realize the value of their benefits are more likely to sign up and use them. But there’s a lot of strategy that goes into planning and execution.


A STEP-BY-STEP GUIDE

Here are seven tips that can help you manage open enrollment like a pro.

1

Look backward

Although we love to look ahead, it’s also important to assess your OE performance last year. Look at the data. Consider what you did right and identify opportunities to improve.

2

Plan early

Many benefits teams consider open enrollment a year-round job. Make sure your team has plenty of time to strategize a game plan and set new goals. Also take time to review your benefits lineup. Options like Commuter and Wellbeing are affordable ways to take your benefits to the next level.

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3

Tune into your people

Take the time to understand employee needs and find gaps that warrant additional education. Surveys are a great way to keep your finger on the pulse. Plus, when you share survey results across the organization it gives you opportunity to reinforce the value of your benefits.

4

Lean on your partners

Your benefit partners are here to help make open enrollment an amazing experience. Take advantage of the tools and resources available to you. Beyond this page, our employer services team is here to help you make the most of every opportunity.

5

Engage smarter

Keep your messaging simple. Use multi-channel communications to reinforce key themes and concepts. Emphasize how easy it is to enroll and the amazing tax savings available.

Most employees base their enrollment decisions on answers to four basic questions:

  • What is it?
  • What’s in it for me?
  • How does it work?
  • How do I sign up?

6

Measure success

Track the results of your efforts. If possible, gather data related to:

  • Health plan and retirement plan elections
  • Increased contributions
  • Video views and material downloads
  • Email open rates and click throughs

7

Keep the message going

You don’t need to stop communicating with your employees after the open enrollment deadline passes. Ongoing learning opportunities keep your people engaged and better prepared to make the right decisions for their health and financial wellness all year long.

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