Sponsored Content byAflac

It’s clear there is a disconnect between the benefits employeesshould consider during their workplace benefits enrollments and thereality of what they choose, especially when it comes to theyounger generation — millennials. In fact, according to the2016 Aflac Open Enrollment Survey, 24 percentof millennials did not think they spent enough time researchingtheir health insurance options last year, which resulted in 69percent of these millennials admitting they wasted money due totheir benefits decisions.

However, one of the most important annual financial decisions employees can make ischoosing workplace benefits. Given the importance of benefits to anindividual’s overall financial health, helping the process run moresmoothly could be an important difference for millennials and theirfinancial futures.

Brokers are in the best position to ensure employers know how tocommunicate with millennials so they can make sound decisions whenit comes to their benefits. Below are three ways that voluntarybenefits options carriers can arm brokers with research, tools andsupport to better communicate benefits when it comes to themillennial generation.

Online always comes first

There is no doubt that millennials are tech-savvy and that mostuse the internet for shopping, ordering food and even finding adate. This preference also applies to how millennials prefer toresearch and read about their benefits. Compared to othergenerations, millennials are more likely to say that websites orother online sources of information were helpful when it comes tobenefits education (70 percent).

Educate your clients on how many employees today are turning toonline resources to find information, tools and tips about theircompany’s benefits packages. Be sure to remind clients that anyonline site should be optimized for mobile devices to allow easy,on-the-go access, as well.

In-person communication is more important than youthink

Just because millennials are comfortable using the internet forresearch doesn’t mean they don’t also like a personal touch.Employers need to be wary of relying on only one communicationvehicle to reach millennials. Given the importance of havinginformation readily available online, many businesses are solelyoffering benefits education via email and online resources,including webcasts or podcasts. Although this accessibility isimportant, the survey also found that 60 percent of millennialswould be willing to discuss their benefits options with someoneface to face or over the phone.

Let your clients know that it may be helpful to broaden theircommunication strategies by offering in-person and one-on-onemeetings with employees. This gives employees the opportunity totalk directly with a benefits adviser or representative frominsurance carriers — which can be incredibly effective in educatingthem on a topic that can be confusing.

Starting early never hurt anyone

Too often, employers communicate their benefits program toworkers all at once, overwhelming their workforce with an abundanceof information. According to the Aflac survey, 83 percent ofmillennials said they need more time to feel confident before theirnext enrollment. A more effective strategy for employerscould be to try communicating different segments of their benefitsprogram throughout the months leading up to openenrollment.

To do this, employers can dedicate every other week to divingdeeper into each of the benefits offered. This can improve theamount of information employees will retain, as well as make openenrollment a smoother, easier process.

Voluntarily offer voluntary

When communicating with millennials about benefits during openenrollment, employers should keep their financial circumstances —and eagerness to save — in mind.

Let employers know that voluntary benefits options are a great way to providecoverage that can help millennials avoid debt and retain financialindependence. Employers will strike a chord with these workers,increasing their interest in open enrollment and their benefitsengagement.

This article is for informational purposes only and is notintended to be a solicitation.

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