Why Employees Struggle With Open Enrollment and 6 Ways to Help

As open enrollment season looms, HR departments will want to prepare to help employees before it even starts. They’ll have questions, and you want to give them the information they need to make the best decisions about their benefits. 

Employees have confidence in you to answer questions and take care of them: Two-thirds of employees say that, in uncertain times, they trust that their employers’ benefits will be there for them, according to research from MetLife. 

To help employees this open enrollment season, here are some of the biggest barriers to a successful open enrollment season, along with ways HR can help break them down. 

What’s Hindering Open Enrollment?

MetLife’s research found that employees who take the time to understand their benefits and engage in conversations about them have a greater comprehension of their benefits – leading to more informed decisions, reduced anxiety, and improved happiness.

However, the MetLife researchers found that there are some barriers that get in the way of a successful open enrollment season. 

• Tailored communication: Nearly 75% of employees want their benefits communication tailored to their needs. Fewer than half say they get that tailored communication that helps them understand how to use their benefits. When employees see messages that make sense to them and their current needs, they’ll be more likely to invest time in understanding them.
• Bare-bones offerings. Medical insurance remains the top benefits priority for employees. But many employees now consider these benefits as must-haves: financial planning/financial education tools, supplemental health products such as critical illness and hospital indemnity coverage.
• Education. Offering a variety of benefits is only half the battle. Employees need to understand them, too. And they say they don’t. Nearly 80% of employees understand benefits like health and dental. But fewer than 60% understand disability, critical illness and hospital indemnity.
• Connection. More than 75% of employees say it’s important that their employee benefits are connected together. They want to be able to learn about and navigate multiple benefits. When they can’t have seamless experiences, they’re less likely to sign up and use their benefits.

“We can’t be all things to everybody. But we can be authentic about what we can do for our employees, said Shurawl Sibblies, Chief Human Resources Officer at MetLife. “Benefits are one of the most powerful tools we have to support our people and create the conditions for them to thrive. Our role is to ensure employees understand what’s available to them and feel empowered to take advantage of what we offer.”

How HR Can Help Employees With Open Enrollment

Benefits education is more important than ever because employees are staying put. They’re more intentional about their benefits selection, and it’ll be important for employers to use it as a tool to help maintain job satisfaction. 

“While there’s no one-size-fits-all solution, employers have permission to help—and that starts with giving employees not just the capacity, but also the capability to thrive,” said Sibblies.

Here’s how HR can help employees thrive in open enrollment season — and throughout the next year:

1. Keep the conversation going. Communicate benefits news year-round to ensure employees are prepared when open enrollment season rolls around
2. Vary outreach. Use multiple channels and communication strategies so all employees get the information they need
3. Emphasize timeliness. Set clear deadlines early to avoid procrastination
4. Make it easy to identify. Share resources that make benefits easier to understand, such as plan comparisons or scenarios
5. Start education early. Hold education or consultation sessions during the season for employees to ask questions, and
6. Share success stories. Tell employees how their colleagues — without naming them — have used benefits in the past year and the positive outcomes they’ve experienced. Don’t just give numbers, though. Assuming employees allow you to share their stories anonymously, talk about how benefits made things better for them, their family members and quality of life. Stories do a better job of showing employees what they have to gain by enrolling and engaging.