There are multiple factors at work here. First, we're seeing more worksite products written by brokers and carriers with less experience with voluntary enrollments. They often use the methods that worked well on the employer-funded side but either don't realize there are other options with typically higher participation results or they're uncomfortable using a different method. To achieve good participation rates, we have to answer both employer and employee needs. Employers want to minimize employee time away from their job. Employees want to talk to someone and get reassurances that the decisions they are making are the right ones for their family.

To find the right solution, we have to first recognize that not all cases and employees are the same. We have to do what is right for each case. Second, we have to refuse to accept enrollment tools that don't allow us to achieve good results. There are options out there, so look for them. And lastly, we have to do more than ask employers how they want us to enroll a case. We must educate employers on why it takes more than passing out kits or forms to have a successful enrollment. At the employee level, a good enrollment is a multi-step process of education, communication and reinforcement.