A better-educated workforce will choose and use their benefits more appropriately. A benefits-education plan should include:

Timeline: This should be shared early with employees and include key milestone dates for upcoming communications.
Compelling content: Benefits package overview, FAQs, explainer videos, self-guided tutorials or slide decks, digital postcards, etc. Ensure all of these resources are multilingual if your workforce is.
Convenient distribution: Employees need to be able to access the information at their convenience. Making the content available via microsite or portal and accessible via mobile device or tablet is critical. Many employees will want to review plans with a spouse or partner and should be able to do that from anywhere. Consider both email and an opt-in, text-based system for reminders on important deadlines, benefits changes or policies to ensure the message is getting across to all employees.
Engagement tracking: How will you measure the success of the open enrollment program? Set goals and track results such as email or text open rates, site visits, time spent on videos and microsites, percentage of enrollments completed prior to deadline etc. This will help determine how well your communications plan resonates with your audience and allow for adjustments as needed.

Whatever method of communication you choose, plan to start communicating early. Explain any new benefits or changes to plans upfront. Take time to demo any new technology or tools you will use this year to help them in their benefits-decision journey. Preparing employees in advance for the changes ahead is key to a streamlined open enrollment period.

Instant Insights /

Making better benefits decisions: Preparing for open enrollment

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