5 Last-Minute Communication Tips For Fall's Annual Enrollment For Benefits

5 Last-Minute Communication Tips For Fall's Annual Enrollment For Benefits

Fall is annual enrollment season for employee edges and most employers are right in the middle of finalizing their profit changes and set up designs, making employee communication, testing benefits enrollment systems and scheduling employee meetings. With everything to contemplate, how do you know your open enrollment communication will hit the mark? These five tips are simple to implement and can need just a little additional time to require your enrollment communication to a higher level. Keep it simple. Staff prime considerations throughout enrollment are: what is changing? What can it price? Spell out these answers (and why) in straightforward simple-to-understand terms together with straightforward step-by-step directions on a way to enroll. If you haven't already, create a 1-page Enrollment "Tip Sheet" that lists what is changing in as straightforward of form as potential (perhaps simply a bulleted list), gives brief enrollment instructions and tells staff and families where to go for all the details. Some workers need just the prime-line info and a few need all the details. This one-page overview will be helpful for both groups. Make it personal. Resist the temptation to include figures about your total benefits spend or tell staff how several billion bucks per year unhealthy health care selections are costing the US. Those figures may perk up your CFO's ears, however your workers want to grasp how it impacts them, their lives and their families. If you talk about your overall health care costs, break it down into what the corporate spends per employee. That's, how a lot of do your health edges add to every employee's paycheck? Once you talk regarding changes that would decrease prices, tell your staff what that will mean to their pocketbook. "Using generic drugs instead of name-name prescriptions may put an additional $500 in your pocket each year," instead of "The value of brand-name drugs is three times that of generic drugs and adds $800,000 a year to our health care costs." Promote missed or below-utilised benefits. Put along an inventory of the five-10 profit plans that staff are not using enough--your health savings account, fitness edges, voluntary insurance, hidden options of the EAP, your preventive care profit, commuter advantages, etc.--and put them together as a one-page flyer. Title it "The high-10 employee benefits you're missing" or "10 ways that you are not obtaining the most from your profit plans." Spell out the program, why it's valuable and a way to enroll/sign up/get reimbursed. Then, raise staff to send in their own tips and use those for a post-enrollment update (you can have IT set up a replacement email address for you or use your existing benefits feedback channel). Speak to your employees and let your staff talk. Debating whether or not to schedule enrollment meetings? In-person conferences are forever value the effort. Workers will feel like you're reaching out to them and giving them an chance to raise questions. Can't make it to all of your locations? Hold virtual meetings or conference calls. Post the recording online for workers who cannot build it. Or, start a edges blog and ask employees to present feedback and raise queries via the comments section. An excessive amount of of a time commitment? You do not must be prolific, just a post every week during enrollment season will be of big price to employees. Reminders and tips about enrollment are easy to post. Additionally, assume regarding giving workers some "insider" tips about their advantages, the enrollment system or hidden options of their health plan. Probabilities are your edges team is aware of plenty off the top of their heads that workers would be terribly interested in. (Still convinced you cannot write a blog post every week or worried concerning your writing skills? Shhhh... your consultant or internal communication group will facilitate write them for you.) Get managers within the game. Possibilities are your employees are talking to their managers a minimum of once a week, perhaps many times a day. Get "the boss" in the sport and offer managers the tools and incentive to talk to their staff about benefits. Many retailers send out business updates to all store managers every week. Get a line on enrollment in that announcement (and let that flip into a bullet or 2 once a month regarding edges). Employee edges are a key reason you'll attract and retain a prime workforce--managers ought to apprehend that this plays into motivating their team. Often they simply do not grasp what to mention or how to say it--thus offer them talking points and a quick run-down on why it matters to them.

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