Simplify open enrollment to improve employee participation

Many companies see their benefits offerings as a means of recruiting and retaining valuable employees. However, it can sometimes be difficult to encourage workers to participate, as people think the process is too complicated or confusing. Employees may simply not understand what is offered and the necessary steps to take part in the plan. Since open enrollment is sometimes the first chance workers get to partake in benefits, human resources teams should make sure this process is as painless as possible.

Let's take a look at three ways HR can do just that:

1. Create emotionally appealing options
It's easy for employees to disregard and ignore their employers telling them benefits are important. Workers are already aware of this fact, but often want a reason that will motivate them to participate. Inc. magazine recommended appealing to employees' emotions both positively and negatively. While businesses don't need to rely on scare tactics, sharing eye-opening statistics – including the cost of certain regular procedures or the amount an employee can save in five years in a 401(k) – could be enough to improve cooperation.

"Employee engagement can be affected by the amount and frequency of open enrollment information."

2. Communicate properly
Employee engagement can be affected by the amount of information workers receive on their possible benefits and how often they receive these materials. Companies need to communicate wisely during open enrollment periods. HR teams should share information about their benefits early enough so workers have time to prepare, but not so often as to annoy or disengage people. Employers should distribute updates regularly throughout the year. HR leaders need to make these messages easy to understand. They can utilize a company calendar for enrollment deadlines and communication timelines and use several channels to share this information, according to Small Business Trends.

3. Switch to an automated system
Filling out endless paperwork can quickly turn workers off on participating in employer benefit offerings. Triton HR suggest an alternative to paper. Companies that implement HR technology that integrates seamlessly with their payroll functions will provide an online, self-service tool for employees that allows workers to review, manage and submit their benefits preferences. This option will save people valuable time and will shift the focus to finding the best individual plan, as opposed to worrying about filing the correct paperwork.

Although employees may want to participate in their employers' benefits programs, workers can often be overwhelmed by the amount of information sent their way. HR teams need to strategically share the details of their offerings, appealing to worker emotions and communicating in comprehensible methods. Simplifying the process for employees will improve overall engagement.