Open Enrollment Stressing You Out? Let’s Make It Easier!

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Open Enrollment Stressing You Out? Let’s Make It Easier!

Hello, incredible Human Resource Managers!

Feeling the pressure of the upcoming open enrollment season? Trust me, you’re not alone. Every year, it seems like a mountain to climb, doesn’t it? And with everything else on your plate, getting your leaders involved in their group health benefits can sometimes feel like an uphill battle.

The Problem

Open enrollment is often viewed as a necessary evil. There's a lot of information to disseminate, choices to be made, and let’s face it, nobody enjoys paperwork. It’s no wonder that many employees and leaders approach it with a mix of dread and procrastination.

The Hidden Cost

But here’s the rub. Open enrollment is the one time each year when employees can make critical changes to their benefits. And leaders play a crucial role in this process. Their engagement, or lack thereof, can directly impact not only their own wellbeing but also that of their entire team.

You might have heard the saying, “You can lead a horse to water, but you can’t make it drink.” Well, open enrollment is our water, and sometimes, it feels like we are leading a whole stable of horses.

I've Seen It

I once had a manager who completely forgot about open enrollment. He realized his mistake only when one of his team members faced a medical emergency and couldn’t get access to ID cards and had no clue what plan they had. It was a wake-up call for everyone.

The Solution

But here’s the good news: it doesn’t have to be this way. By employing some strategic tactics, you can get your leaders more involved in their group health benefits and make the open enrollment process smoother for everyone.

1. Make It Personal

Highlight the Benefits

Start by highlighting what’s in it for them. Emphasize how taking an active role in open enrollment can lead to better health, financial savings, and a more engaged and satisfied team.

For example, if a leader chooses a health plan with a lower deductible, it could mean less out-of-pocket expenses for their team members. This can lead to higher satisfaction and engagement levels among the team, which is also a win for the leader.

Tell a Story

Use real-life scenarios to illustrate the impact of different benefit choices. This helps to humanize the process and make it more relatable.

Paint The Picture

Think of this as painting a picture. A well-chosen scenario can illuminate the benefits in a way that a list of features and numbers just can’t.

• Share a story about an employee who was able to get timely medical help because they had the right health insurance coverage. Or, share an anecdote about a team leader who was able to retain a key team member by helping them understand and maximize their benefits.

2. Keep It Simple

Break It Down

Break down the information into manageable chunks. Use visuals, infographics, and bullet points to make it easier to digest.

• Instead of handing out a 50-page benefits booklet, create a one-page infographic highlighting the key points. Or, instead of listing all the available health plans in a table, create a chart that visually compares the main features and costs.

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Use Plain Language

Avoid jargon and technical terms. Speak in plain language that everyone can understand.

• Instead of saying “out-of-pocket maximum,” say “the most you’ll have to pay in a year.” Instead of “coinsurance,” say “the percentage of the bill you’ll pay after meeting your deductible.”

3. Provide Support

Be Accessible

Ensure your leaders know how to reach you if they have questions or need help. Provide multiple communication channels, such as phone, email, or chat.

• For instance, set up a dedicated hotline or email address for open enrollment questions. Or, offer to set up individual or group meetings to discuss the benefits options in more detail.

Offer Tools

Provide tools that help your leaders understand and compare the different benefit options. This could include online calculators, comparison charts, or decision-support tools.

• You could offer an online calculator that helps leaders estimate out-of-pocket costs under different health plans. Or, provide a chart that compares the key features and costs of the available plans.

4. Encourage Ownership

Set Expectations

Make it clear from the start that your leaders are expected to participate in the open enrollment process.

• Send out a communication before open enrollment starts outlining the steps leaders must take. Or, hold a kickoff meeting where you explain the importance of open enrollment and leaders' role in the process.

Hold Them Accountable

Follow up with your leaders to ensure they have completed the necessary steps and encourage them to communicate with their teams about the importance of open enrollment.

Send out reminder emails or messages as the open enrollment deadline approaches. Or, set up a tracking system to monitor leaders’ progress and offer assistance if needed.

5. Celebrate Success

Acknowledge Participation

Acknowledge and thank your leaders for their participation in the open enrollment process. A little appreciation goes a long way.

Send a thank you email or note to all leaders who completed the open enrollment process. Or publicly acknowledge their efforts in a team meeting or company newsletter.

Share the Results

Share the positive outcomes of the open enrollment period with your leaders and their teams. This could include the percentage of employees who participated, any positive feedback received, or improvements made compared to previous years.

• Share data on how many employees enrolled in a new health plan or took advantage of a new benefit offering. Or, share testimonials from employees who had a positive experience during open enrollment.

SO...

Yes, open enrollment can be stressful. But with a little preparation, a dash of empathy, and a sprinkle of strategic thinking, you can make it a positive experience for your leaders and their teams. Remember, the goal is to get through open enrollment and empower your leaders to make informed decisions that benefit themselves and their teams.

So, let’s roll up our sleeves, put on our thinking caps, and make this open enrollment season the best one yet!

?? Ready for a change? Let’s discuss your situation. Schedule a meeting with me today! Click this link , and I'll see you soon.