The pandemic accelerated the virtualization of most interactions and processes -- and open enrollment is no different. Due to necessity, you’ve managed to run your annual enrollment season from afar without the usual in-person meetings or benefits fair in the cafeteria.
This year’s open enrollment is fast approaching, and with ‘return to work’ plans largely up in the air, you will more than likely be running it virtually. While it might sound daunting, it’s important to remember that there are many benefits to running a virtual open enrollment. For example, it helps you reach employees no matter where they are, and no matter what schedules they work. However, strong communication will be key to ensure success. In this blog, we’ll show you how to build an effective communication strategy for a virtual open enrollment - and we’re even providing a timeline to help you stay on track.
As you know, all of your employees need to learn about, understand, and take full advantage of their benefits packages this year. To help them accomplish this, you must communicate benefits-related information in various ways to make sure you're reaching team members where they are. In our last blog, we reviewed the emails you need to send to ensure success this open enrollment season. This week is all about webinars! A webinar can be an excellent way to broadcast your benefits message and encourage employee participation. Here are six quick tips to make sure your next webinar is effective.
The last year has forever changed the way we all live and work. As a result, your employees’ needs and priorities have also shifted. In order to keep your workforce comfortable and happy, your benefits package must adapt to meet these changing needs. While overhauling your suite of perks can be challenging, it’s your company’s opportunity to show team members you care - and to stand out as an employer of choice. In this blog, we’re going to dig in to some of the most significant changes we’ve seen and show you ways you can adapt your benefits package to better fit this new normal.
As a benefits professional, you want to help your employees make better benefits decisions and you already know a benefits decision support tool can help. But with an abundance of options available, how do you know which one will be the right fit? Evaluating and choosing the best solution for your organization can seem like a daunting task - but we’re here to help.
After more than a year of working from home, many employees are slowly starting to return to the office. But despite this return to quasi-normalcy, the business landscape, including how we work, has undoubtedly been changed forever. As we continue to get used to this new normal, there are some things that are non-negotiable, one of the most notable being virtual open enrollment. Benefits professionals across the world embraced this concept in 2020 because there truly was no other option but let’s explore what open enrollment will look like for 2021 - and uncover why virtual solutions aren’t going anywhere any time soon.
As a benefits professional, you already know that the employee benefits landscape is always changing. In the past, these changes were often due to various factors, including new legislation, or simply evolving attitudes in society. But, with the COVID-19 pandemic turning our world upside down, companies have been forced to overhaul their benefits packages more rapidly than ever before, and in a much more significant way.
As a benefits professional, you already know that a well-crafted benefits package attracts top talent and keeps it in house. But, with the changes we’ve seen over the past several years, employees and job candidates now want more than just a health insurance plan and a retirement savings match. Luckily, supplemental benefits can help fill the gaps left by traditional benefits plans.
Every year, you do your best to inform employees about your company’s benefits during open enrollment. Employees have a deadline to make their selections, and your sole mission is making sure that no one falls through the cracks. But, once it’s over, that sense of urgency disappears.
The new year is (finally) here -- and with it comes new hiring goals. As your company continues to grow, you're probably preparing to onboard several new team members during the first quarter while also working to meet the needs of current high-performing employees.