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5 Ways to Help Your Employees with This Year’s Open Enrollment

 

The open enrollment for employee benefits this fall will allow employers to reassure employees their commitment to providing support during the pandemic through their benefit programs.

 

Here are 5 ways you can ensure your employees are adequately prepared:

1. Ensure access to all relevant information.  

Although this year’s open enrollment activities will mostly take place virtually, employers can still organize events for their employees and their families that are both educational and compelling. Make sure they know understand how they can leverage benefits programs to boost their financial security and their overall well-being.

2. Invite questions and provide comprehensive answers.

Use open enrollment Q&A with employees and their families as an opportunity to improve employee satisfaction with the benefits program. Questions can help you gauge the effectivity and thoroughness of your open enrollment communication.

Prepare for questions regarding specific situations employees may be facing, which may include the following:

  • What happens if furloughed employees with continued benefits choose active enrollment? Employees who are concerned about being furloughed may also have related questions.
  • What happens to the benefits of an employee whose spouse or partner is unemployed?

Additionally, curated content can be useful in addressing issues like the following:

3. Explore active enrollment as an option and provide support in decision making.

Given the current situation, your employees may benefit more from active enrollment than defaulting to the same benefits selections from last year, despite the latter being more expedient from an administrative perspective.

With active enrollment, employees can increase their benefit awareness as a result of reviewing individual benefits to determine their selections.

4. Encourage involvement by managers.

Make sure your employees are properly guided by providing them decision-support tools that clarify their choices based on their expected health care requirements, income, family status, etc.

4. Encourage involvement by managers.

Managers’ increased contact with employees who are working remotely puts them in a great position to encourage employees to reconsider their benefits selections and ensure that employees optimize the open enrollment resources your organization is providing them.

Managers should seize on the opportunity to get employees to share what they think. This can facilitate a highly informative discussion regarding all aspects of benefits. This can be very useful for 2021 plan-year enrollment because they enable employees to discuss the pandemic and its impact on their families.

5. Plan in advanced.

How do you get things done given the tight enrollment time frame and the work-from-home arrangement? Plan a motivational approach in advance to get employees to complete their enrollment materials without cutting it too close to the deadline.

Do you need expert help with open enrollment?

Contact Payroll Systems to see how you can leverage our easily scalable solutions—from paperless new employee onboarding, paperless benefit enrollment, timekeeping systems with companion mobile app, physical clocks, and customized job costing and labor distribution reporting.

We pair human skills and empathy with the latest technology to take on our clients’ HR and payroll processes.

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This article provides general information and shouldn’t be construed as legal or HR advice. Since employment laws may change over time and can vary by location and industry, please consult a lawyer or HR expert for advice specific to your business. You can also contact Payroll Systems to inquire about our HR support services.