A decade ago, when you went to an employee benefit enrollment meeting you would find a room full of people thumbing through a large paper packet of information about the different benefits options your employer offered. You would then sit through a long (and often boring) presentation from the HR department about the same information. At the end of the presentation, you would be handed a litany of forms and asked to make your benefit elections for the year. Lather, rinse, repeat every 12 months. This process gave little opportunity for employees to digest the information or ask questions specific to their family dynamic or personal needs.
Fortunately, benefit communications have improved significantly over the years as more and more employers have adopted the mentality that one size does not fit all when communicating about employee benefits. Now when employers are deciding how to communicate benefit offerings, they focus on tailoring the message and medium to best suit their company’s culture and workforce demographics. Employers who are open to new strategies of methods of communication not only see higher plan participation rates, but also find that their employees are more informed about their benefit options.
Below are some tips for employers looking to implement a more effective and engaging benefit enrollment process:
G&A Partners, one of the nation’s leading professional employer organizations (PEOs), provides its clients with tailored employee benefits packages that both meet their needs and their budgets. G&A’s team of experienced and highly qualified employee benefits specialists oversee and administer a variety of plans from top-tier carriers while also delivering open enrollment assistance and ensuring employers are in compliance with all federal and state laws (ACA, HIPAA, COBRA, etc.).
Learn more about how G&A Partners helps businesses by providing, managing and administering employee benefits by calling 866-634-6713 to speak with an expert or visiting G&A Partners‘ website to schedule a free business consultation.
This article is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice.