Open enrollment season has ended for the year,but that doesn’t mean the conversation should be closed.

Continuing to educate and communicate with employees throughoutthe year can help control the overwhelming feeling of makingbenefit selections in the future. Offering employees ongoing,digestible information encourages them to put more thought intotheir selections planning for the future.

By implementing the following tips, employers and benefitpartners can help employees think about their coverage needsthroughout the year so they’re making informed coveragedecisions.

Keep the conversation going year-round

The first place to start is to continue the conversation beyondthe open enrollment period. Many employees onlythink about their health care coverage and benefit options whenopen enrollment season rolls around.

It is important to help employees consider all of their optionsand discover the best coverage for them by communicating with them year-round. By offeringtraining sessions and providing coverage information throughout theyear rather than all at once, employees can be more thoughtful intheir utilization and selections.

Take generation differences intoconsideration

Demographics and life stage should be considered as employeesmay obtain and consume their information in different ways.According to the Bureau of Labor Statics, the majority of thecurrent workforce is made up of three generations — millennials,Generation X, and baby boomers.

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

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

Get out in front of people

When open enrollment begins, employees usually make a yearlongdecision quickly and without a lot of research. Help them make moreinformed decisions by being visible and talking through theiroptions with them.

It is key to communicate the unique benefits of the completewellness package. Ensure employees understand benefits available tothem by continuing to be visible throughout the year and havingfrequent conversations.

Make it easy for employees to obtain information by creatingflyers or pamphlets to go up around the office along with emailcommunication. Bring in a third party throughout the year to gaugewhere employees are with their health and wellness journey.

Finally, make sure HR and benefit experts are easilyaccessible all year to answer questions and offer guidance, ifneeded.

Maximize health savings accounts

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

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

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

As employees begin to shift their thoughts away from openenrollment, remember to continually offer support to themthroughout the year. For the best results: communicate regularlyand often; make information readily available; offer up experts totalk with employees, and help shepherd employees to the right planor account when needed. At the end of the day, it is all about opencommunication and providing the tools an employee needs to make themost informed choices.