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p it simple. Employees top concerns during enrollment are: what is changing? What will it cost? Spell out these responses (and why) in simple easy-to-understand terms onward with simple step-by-step directions above how apt enroll. If you haven’t yet, establish a one-page Enrollment “Tip Sheet” namely lists what’s changing in for simple of manner for possible (perhaps fair a bulleted account), gives terse enrollment instructions and tells employees and families where to go for all the details. Some employees want equitable the top-line info and some want entire the details. This one-page overview will be obliging as both teams.
Make it personal. Resist the temptation to comprise figures about your absolute benefits cost or acquaint employees how numerous billion greenbacks per year bad health care decisions are costing the US. Those figures may perk up your CFO’s ears, but your employees need to know how it impacts them, their lives and their families. If you talk about your overall health care costs, wreck it down into what the company spends per employee. That is, how many do your health benefits multiplication to every employee’s paycheck? When you talk about alterations that could diminish costs [link widoczny dla zalogowanych], tell your employees what that will average to their pocketbook. “Using generic drugs instead of brand-name recipes could put an surplus $500 in your pocket every year,” instead of “The cost of brand-name drugs is three times that of generic pills and adds $800,000 a year to our health care costs.”
Promote missed or under-utilized benefits. Put attach a list of the 5-10 benefit plans that employees are not using enough―your health savings list, fitness benefits [link widoczny dla zalogowanych], voluntary insurance, hidden features of the EAP, your preventive concern benefit, commuter benefits, etc.―and put them together as a one-page flyer. Title it “The top-10 employee benefits you’re missing” or “10 ways you’re not obtaining the maximum from your benefit plans.” Spell out the agenda, why it’s valuable and how to enroll/sign up/get reimbursed. Then [link widoczny dla zalogowanych], ask employees to send in their own tips and use those for a post-enrollment update (you can have IT set up a current email address for you or use your existing benefits feedback channel).
Talk to your employees and let your employees talk. Debating if or not to timetable enrollment conferences? In-person conferences are all worth the exertion. Employees will feel favor you are approaching out to them and giving them one opportunity to inquire questions. Can’t make it to all of your positions? Hold virtual meetings or conference shrieks. Post the recording online for employees who can’t make it.
Or, start a benefits blog and ask employees to give response and ask questions via the remarks partition. Too many of a time commitment? You don’t must be prolific, just a post a week during enrollment season will be of colossal value to employees. Reminders and tips about enrollment are simple to post. Also, consider about giving employees some “insider” tips about their benefits, the enrollment system or hidden features of their health blueprint. Chances are your benefits team knows a ton off the top of their heads that employees would be quite interested in. (Still convinced you can’t write a blog post a week or anxious about your book capabilities? Shhhh… your consultant or interior communication group can assist write them for you.)
Get managers in the game. Chances are your employees are talking to their managers by least once a week, perhaps several periods a day. Get “the boss” in the game and give managers the tools and incentive to talk to their employees approximately benefits. Many retailers bring out commerce updates to all store managers every week. Get a line on enrollment in that bulletin (and let that turn into a bullet or 2 once a month about benefits). Employee benefits are a opener reason you tin fascinate and maintain a top workforce―managers should kas long asthis activities into motivating their crew. Often they just don’t understand what to mention or how to say it―so give them talking points and a fast run-down