When educating this wide demographic of employees on their benefits, considering the ways they digest information is key. Face-to-face meetings may be a preference for some, while others may favor digital communication.

When creating communication materials and messaging, be sure to consider all audiences to maximize engagement. Customizing benefits communication content and providing real-life scenarios has all proven helpful in educating employees.

Get out in front of people

When open enrollment begins, employees usually make a yearlong decision quickly and without a lot of research. Help them make more informed decisions by being visible and talking through their options with them.

It is key to communicate the unique benefits of the complete wellness package. Ensure employees understand benefits available to them by continuing to be visible throughout the year and having frequent conversations.

Make it easy for employees to obtain information by creating flyers or pamphlets to go up around the office along with email communication. Bring in a third party throughout the year to gauge where employees are with their health and wellness journey.

Finally, make sure HR and benefit experts are easily accessible all year to answer questions and offer guidance, if needed.

Maximize health savings accounts

Health savings accounts (HSAs) continue to grow in popularity and yet, many are still unclear on how the accounts work. According to the 2016 Midyear Devenir HSA Research Report, the number of HSA accounts has risen 25 percent in the last year to 18.2 million nationwide.

It is important for employees to understand the potential triple tax advantages that an HSA offers. HSAs offer tax benefits at deposit, during the account’s life and upon withdrawal for qualified medical expenses.Employees should also understand that money invested into an HSA can be rolled over from year-to-year — there is no “use it or lose it” clause such as with flexible spending accounts (FSAs).

HSAs also can be used like traditional retirement accounts, with some working as simple savings accounts and others allowing employees to invest money in mutual funds, similar to a 401(k) or traditional IRA. Like other retirement accounts, some employers match contributions to an HSA. If this is the case, it is to the account holder’s benefit to contribute at least the minimum to meet the employer match.

As employees begin to shift their thoughts away from open enrollment, remember to continually offer support to them throughout the year. For the best results: communicate regularly and often; make information readily available; offer up experts to talk with employees, and help shepherd employees to the right plan or account when needed. At the end of the day, it is all about open communication and providing the tools an employee needs to make the most informed choices.