HR teams often find open enrollment season just as stressful as employees do. Most balance employer expectations on employee enrollment and specific plan uptake while minimizing employee concerns and questions. They also balance employee expectations of providing meaningful and affordable choices and enrollment support. The solution to both can be a well-planned enrollment campaign combining comprehensive benefits communication and enrollment support.

While that might seem like a tall order, it can be as simple as following these four steps.

  1. Invest in employee health care literacy. Research shows employees continue to struggle with health care (and health insurance) literacy. When employees don't understand key terms, concepts and processes related to their benefits, they often make choices, which may negatively impact their coverage, their wallets, and ultimately, their health.

A recent Optavise study finds that 22% of workers say they want to know how to choose a health plan but don't have the tools to do so effectively. That same study finds that about one-third (34%) of respondents have taught themselves health insurance terms and processes by going online or reading other materials, rather than turning to benefits experts.

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