Your team works hard to offer a broad range of benefits to keep employees happy and healthy. But, even if your organization offers the best benefits in the world, they’re only valuable if your employees are enrolling in, and using, them. Keeping benefits engagement steady (and working on ways to improve it!) are crucial to ensuring your benefits programs are successful.
So you’ve evaluated your benefits offering and have decided to stick with the same plans for this year’s open enrollment. Without any new benefits to offer, you probably feel like it will be difficult to get employees excited about their benefits. Many will just stick with the same plan because it’s comfortable and easy. But that’s not always the best option - and it will be your job to show them that.
The past several years have thrown a wrench into the way your employees live their lives and make decisions - especially when it comes to health care benefits.
It’s the year of the HSA and this tax-advantaged benefit is finally getting the recognition it deserves! While health savings accounts (HSAs) have always featured a host of valuable benefits, many employees have shied away from them in the past, often due to a lack of awareness and understanding. Now (due in part to the effects of the pandemic) nearly 50% of workers surveyed are investing the time to learn more about the plans that protect their health and their wallet. In addition, 77% of employees reported their HSA gave them peace of mind over the past year!
Let's face it. The last couple of years have not been easy. Between budget cuts, the need to learn new technology on the fly, and other unprecedented, pandemic-related challenges, your institution’s faculty and staff have been put through the wringer these past two years. And so have you. As an HR professional in higher education, you’ve been forced to wear more hats than usual, as you plan ‘return to campus’ strategies and work to keep your teams happy and healthy as uncertainty continues to loom.
Sure, your employees want a great salary and a prestigious job title. But, more importantly, they want to work for a company that cares about them. Fortunately, your organization can easily demonstrate appreciation and respect for your team members by offering a company culture and benefits package that truly supports them and their needs. If you’re not sure where to begin, you’ve come to the right place - we’re here to help you get a head start by sharing the top employee benefits your organization should be offering.
You did it! You made it through another challenging open enrollment season. But, that doesn’t mean your work is done. After a quick breather, it’s a good idea to jump right into strategic planning for next year because as you know, the earlier you start, the more effective and efficient your open enrollment will be. In this article, we’ll share the top four metrics you should consider to evaluate open enrollment success and help guide your strategy for the next year.
So your last team member has enrolled in their benefits, and you breathe a huge sigh of relief that open enrollment is over. But, while you should celebrate for a moment, it’s important to remember that your work isn’t done yet. Your employees will still need your support throughout the year. Here's what your employees need after open enrollment to get the most out of their benefits.
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.
