They say the way for a musician to get to Carnegie Hall is“practice, practice, practice.” In the voluntary benefits world, Isay the recipe for ongoing enrollment success is “planning,planning, planning.” Just as you can’t show up and expect to playat Carnegie Hall without having mastered your craft, you can’tschedule enrollment without advance preparation.
Creating an ongoing enrollment strategy is a prime example ofplanning that enables success. And it isn’t just about enrollingemployees, either. As with any good solution, it has to work forall parties involved — and brokers, enrollment organizations andemployers can reap the benefits of a multi-year employeecommunications or engagement enrollment strategy just as much asthe employees.
The three elements of a multi-year enrollmentstrategy
So, what is a multi-year enrollment strategy? It involves layingthe groundwork for what you want to accomplish year-over-year whenit comes to an employer’s benefits package, their employeecommunication and engagement needs, and actual enrollments. I’vefound that an effective enrollment strategy incorporates all threeof these elements.
Any effective enrollment strategy requires solid communication, and a multi-yearenrollment strategy is a great way to deliver. Simply put,employees don’t think about enrollment year-round. They researchand make elections during enrollment and then don’t dedicate muchthought to their benefits unless they need the coverages. To helpemployees maintain familiarity with their benefits, brokers andemployers need to ensure that employee communication is givenattention throughout the year. Regular communication about thebenefits, the enrollment dates and, perhaps most importantly, thesynergy between their core and voluntary benefits will create moreinformed, more satisfied and better protected employees.
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