Balancing HR Burnout and the Demands of Open Enrollment

Balancing HR burnout and the demands of Open enrollment. Open enrollment can be considerably overwhelming for HR leaders who—for many companies—take full responsibility for not only researching the variety of options available but also communicating the selections clearly to employees. And while choosing benefits may seem like a straightforward process, it can be very complex.

Lack of cost transparency, complicated benefits and healthcare terminology, and finding time to review—and understand—the choices available can leave employees with questions. Often wondering where to go for help, HR can become the source for answers.

Help HR avoid burnout.

What Human Resources and employees need is an easier healthcare experience with trusted, reliable support where benefits and healthcare questions are answered quickly and in terms they can understand. Whether they have questions related to coverage details or claim processes, employees—and HR—need a go-to source for information and guidance.

At Conner Insurance, we understand how complicated and time-consuming open enrollment can be. To help HR stay on track we provide a comprehensive Open Enrollment Communication Plan for HR that includes important information about how to prepare and engage employees for the upcoming open enrollment period—and after. The plan includes topic prompts and a straightforward, easy-to-follow timeline to help HR professionals save time and minimize the stress that comes with open enrollment.

Taking your benefits to the next level.

The enrollment period is an important time to highlight any changes that are going to happen and to explain how best to use available plans. Several strategies are available that can help minimize the pressure on HR and help employees better understand their options, such as:

• Videos. Easily share important information with employees about available options, changes to programs, or how to navigate benefits portals.
• Text messaging. Send quick updates or reminders about benefits enrollment deadlines, new offerings, or changes. Text messages are a direct form of communication that often produces increased employee engagement.
• Face-to-face discussions. One-on-one or group meetings allow for personalized discussions about benefits. In these settings, employees can share their concerns, ask questions and receive immediate feedback. 
• Presentations. With the use of visual and interactive aids, formal presentations are a great way to deliver specific information about important topics in a memorable way.
• Benefit guides. Printed guides can provide quick information about available options, eligibility, and enrollment processes when needed.   

The delivery method that works for one organization is often different from what works for another, the choice depends on which will suit the workforce the best. For instance, a company with employees who travel frequently may prefer information delivered via recorded meetings, whereas a small, close-knit company may benefit from one-on-one discussions about their options. Your consultant should help guide you through your options.

Benefits don’t end with open enrollment.

Communication shouldn’t end with open enrollment. Ongoing education and resources should be available throughout the year, especially following open enrollment as many employees can become overwhelmed during selections and may not have absorbed important information about their options.

The difference a professional consultant makes during—and after—open enrollment is profound. Checking in often with employees to answer questions is essential, especially if changes have been made. For example, at any time of year, employees may wonder how much of their deductible they’ve met, what their out-of-pocket expenses are, or how to track the status of a recent claim. 

You need the right people in your corner. 

Navigating open enrollment can be a significant challenge for HR leaders, but with the right support, tools and resources you can streamline the experience. Reduce the complexity and confusion surrounding open enrollment. Partner with a consultant who understands your company, supports your people, and is proficient in employee benefits. You’ll be happy you did.

If you have questions about your employee benefits, don’t hesitate to reach out today.