Authored By: Amanda Kevin, Founder of ExpeditionHR
For many businesses with a January 1 insurance renewal, the familiar scent of pumpkin spice signals that Open Enrollment is just around the corner. Whether you’re renewing the same insurance plans as last year or exploring new coverage options, understanding your team’s healthcare needs and desires is crucial. But once you know what they need, how can you ensure they’re well-educated on how to use these benefits?
Let’s explore some of the common myths surrounding Open Enrollment and how we can overcome them to create a positive employee experience during Open Enrollment and beyond.
Myth #1: We have to implement something new for employees to be happy.
While employees might seem to crave a shiny new benefit offering, it’s important to remember that too much choice can lead to anxiety and decision paralysis. Rather than adding more benefits, assess whether there’s a real need for new offerings. Many times, the process of Open Enrollment has simply become stale. Consider refreshing the process with a new approach rather than a complete overhaul. Small improvements, such as clearer communication or a streamlined experience, can have a major impact.
Myth #2: Employees expect to see big changes.
It’s easy to assume that employees expect dramatic changes, but the reality is that small adjustments often make a much bigger impact. Think about what employees are struggling with and find ways to make minor changes that can reduce that burden. A more straightforward process or providing access to knowledgeable resources can alleviate frustrations and improve overall satisfaction.
Myth #3: We should re-educate employees on ALL of our benefits.
Unless you’re introducing new benefits, it may not be necessary to rehash the same educational content every year. Instead, focus on addressing areas where employees might need more clarity. For instance, do employees understand the importance of their deductible, or when a high-deductible health plan makes sense? A survey by Justworks found that 51% of employees admitted to choosing a health insurance plan without understanding it, and 46% regretted their decisions. Providing targeted education around key topics can make a significant difference.
Myth #4: The brochures shared by our broker are sufficient.
While the brochures provided by brokers or insurance carriers can be helpful, they’re often generic and may not reflect your company’s unique culture. Creating your own Benefits Guide, with company-specific details, will not only make the material more relatable but also provide a comprehensive resource for all available benefits, including perks and PTO. Tools like Canva can help make these guides visually appealing and easy to digest.
Myth #5: Employees know what to do.
Unfortunately, employees often don’t remember how to navigate Open Enrollment. They don’t use their benefits daily, making it easy to forget what they need to do. Instead of assuming they’ll figure it out on their own, provide extra support during Open Enrollment. Consider offering office hours, virtual one-on-one support, or group training sessions to ensure employees feel confident about their choices. If you don’t have an internal HR team, lean on external resources to ensure employees get the assistance they need.
Wrapping Up: Empowering employees with the right support
When you take the time to truly understand your employees’ needs, you can ensure the benefits you offer align with their needs. Employees are constantly looking for ways to make the most of their benefits, and if you deliver information that speaks to their specific needs, it will be much more effective. With the right planning and thoughtful communication, you can create an Open Enrollment experience that leaves employees feeling empowered, well-informed, and confident in their choices.
In the end, a little extra preparation can make all the difference. By busting these myths and offering the support your team truly needs, you’ll set the stage for a smoother, more successful Open Enrollment period for both employees and employers alike.