Amidst economic uncertainty and high levels of turnover, employee expectations have shifted. Specifically, 40% of employees intend to scale back their benefit selection due to inflation as premiums are estimated to increase by 7%-8% in 2023. To ensure employees are getting the most out of the benefits offered, employers must focus on engaging their workforce around health and wellbeing by showcasing the value of their benefits package. With that, starting open enrollment communication planning early is a key component to developing a successful employee benefits engagement strategy.

No. 1: Map out a communications timeline

Facilitating strategic planning sessions with a benefits advisor in advance to map out a proactive communications timeline goes a long way in preparing for open enrollment. Sound preparation provides employees a sense of ease around what to expect. Educating employees on their benefits offerings long before they have to make active benefits elections for the new year can make a huge difference in their enrollment experience. In fact, a recent study from Voya found that 70% of employees are seeking employer support in their healthcare choices this year. This support signals to employees that their employer understands how personal these decisions are. By providing time to establish a clear understanding of the current selection, including changes in the cost of offerings, employees can make the best selections for them, taking into account any changes in their life circumstances.