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You’ve crafted the perfect mix of benefit offerings, coordinated vendors and created the best eye-catching materials for this year’s open enrollment. But did you know that your employees would rather have a conversation with an ex-boyfriend or ex-girlfriend than get into the nitty-gritty about their health plan?
It’s time that employees learn to love their healthcare again. Here are our best practices for a seamless 2018 open enrollment:
Circle up with your human resources and benefits departments and consider conducting an employee survey or use focus groups to check in on your impact from last year. Get input from the executive team on short and long-term goals to help you map out your plan of action.
Employees are used to managing all of their important memberships online. We’re excited that this streamlined approach is coming to healthcare. In fact, according to the 2015 Aflac WorkForces Report, 62 percent of employees enrolled in their benefits online last year, up from 46 percent in 2011. Whether access is granted from any computer or you host enrollment huddles where members can enroll on laptops, employees (and HR departments) won’t miss the extra paperwork.
Just last year, a Harris poll found that although they may have been involved in electing their plan, two in five insured Americans did not have a good understanding of the services actually covered under those healthcare plans.
How can we increase understanding and healthcare knowledge? Recent reports show that employees would benefit from having an advisor on their side while evaluating healthcare options. Many employers are providing face-to-face or telephonic experts who walk employees through the open enrollment process. 82 percent of employees at least somewhat agree they would be more informed about their health care choices if they worked with a consultant during the process.
Healthcare is complicated enough. Make it easy for employees to know the basic ins and outs of their healthcare plans with easy to understand definitions for common terms. You can start with our guide to 10 Insurance Terms Every Employee Should Know, available here.
Looking for value-adds that are a win-win for you and your employees? Consider services that offer convenience, are cost-efficient and help employees increase their knowledge about the healthcare system. A few noteworthy trends include telemedicine services, which connect employees with pediatricians, doctors and dermatologists on-the-go. On-site or near-site medical clinic access also continues to be a high-engagement benefit that has direct cost savings. Lastly, one-on-one Advisor services that assist with price comparisons, billing assistance and general customer service inquiries lessen the burden on employees and HR departments.
When employees are involved in their care, everyone wins. Employees aren’t in the dark, HR saves time and in the long run, everyone saves money. Use Open Enrollment as an opportunity to get employees engaged from the beginning. This way, when it’s time to introduce new benefits, tools or changes to your plan, your audience will be ready.
Avoid the post Open Enrollment tune out! Based on what you know about your population, find out what types and methods of communication work best, and keep it up. Some of our clients use monthly emails or poster series to keep employees informed throughout the year, while others prefer face-to-face meetings or recorded webinars.
Download our complete guide to Open Enrollment here. You’ll get detailed insights on these topics and a copy of the printable poster “10 Insurance Terms Every Employee Should Know”.
Senior Account Executive
Jennifer Baird leads our team of Account Managers and Representatives, who are the day-to-day contacts for our clients. 17 years of experience at Healthgram makes her an expert at managing and maximizing opportunities for our clients and reporting on results.
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