Here are five steps to creating an open enrollment period that engages employees and helps them make the right decisions for their short- and long-term physical and financial wellbeing.

Set goals: Determine what success means to you and your company. Is it about how many employees enroll by the end of the period or how much you want plan participation to increase?
Develop a communication strategy: Plan a kickoff event 4 to 10 weeks before open enrollment. Send letters or emails about the period. Organize resources on a digital platform or company intranet for employees to download. And prepare benefits fairs or interactive virtual sessions to answer questions. Keep language simple so employees understand the message.
Tailor your campaign: Share content that lets employees engage in the way that works best for them. Attach flyers. Share videos, webinars and decision-making tools. Connect employees with resources from benefit providers.
Launching open enrollment: Determine how employees get information – emails, postcards, newsletters, breakroom bulletin board posting – and start communicating 1 to 2 weeks before benefits enrollment opens. Set up interactive virtual sessions to answer questions, and consider work schedules so that meeting times are convenient and highly attended.
Keep up engagement: Open enrollment should not end when the period closes. Keep employees engaged year-round. Share timely details like tax preparation or contribution increases and send communications when life events change and may affect benefits.

Instant Insights /

Open enrollment season: Support employees in selecting the right coverage

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