America's Benefit Specialist November 2022

HYBRID OPEN ENROLLMENT

periences are similar whether remote or in person. Provide benefits-decision support and education tools to make the process as seamless as possible for remote employees. Employers should consider sending text alerts or emails to employees about enroll ment and record the primary information session so that employees can access it at a later date for a refresh or if they missed it. FOCUS ON ENGAGEMENT. Try to focus on creating more options for communication and make it interesting so that it catches employees’ attention both in-person and remote. Employers should try to focus on key changes to benefits. If employers decide to move forward with an employee survey to gauge plan aspect interest, this is where employers and the HR team can focus on those results. Host one-on-one virtual sessions and ask for feedback. Measure the success of hybrid en rollment by measuring engagement before, Employees expect personalized communica tion and will want their specific questions to be answered rather than receiving generic content. Employers should focus on personal messaging and creating space and options for employees to feel heard and have their questions answered. While this is a challeng ing time, employers should expect to have a more successful enrollment when they con nect with employees about their individual situations and allow employees to make bet ter choices when participating in programs. Educate employees on the benefits available, how they work and what type of value they should expect. This will build benefit aware ness, financial hardship support, resource directives and a caring culture. PREPARE FOR RECESSION QUESTIONS. Economic experts have forecasted a re cession in the near future and employees are likely considering the different ways to during and after the process. MAKE IT PERSONAL.

Create an agenda and consider hosting multiple sessions, including in-person and virtual options, to ensure that these sessions fit in with all employees’ schedules. Send reminders and outline what employees can expect for a hybrid fair, including highlights and changes to any benefits packages or offerings. Keep the presentation simple and straightforward while providing the appro priate digital tools for remote employees. Even if the benefits fair goes as planned, employees will most likely have questions. It can be helpful to create a benefit FAQs digi tal handout for employees that covers basic questions and can be a valuable resource for employees to have access to benefits information 24/7. Employers may also consider inviting vendors to attend and participate in hybrid benefits fairs to create an engaging and accessible environment. They can provide specific information and guidance if em ployees have unique situations they would like to discuss. Employers can also host breakout sessions virtually and in-person for employees to join if they have additional questions or would like to learn more about a certain topic. PROVIDE ON-DEMAND SUPPORT. With employees working from home and at the office, access to virtual and in-person enrollment help and guidance is a must. Employers should make it possible for their employees to both virtually and physically stop by their desk for help. A hybrid open-enrollment fair or kickoff should offer virtual office hours and time after the presentation for employees to ask real-time questions in-person. To avoid be ing inundated with calls or emails, employ ers should consider working with their HR team to use a calendar tool where employ ees can book times with staff members to talk through considerations, ask questions and make the process more personal. It’s important to invest in technology and test it out in advance of hosting hybrid events—especially to ensure employee ex

prepare to combat the financial impacts of a recession. Health Savings Accounts and oth er consumer-directed healthcare accounts can be used to help weather an economic downturn. Whether it’s changing the ongo ing contribution amount or using the funds for medical care, it’s important that you’re ready to share tips on how to best utilize these accounts. It’s not too late to start planning and executing a successful hybrid benefits enrollment. Keep in mind that COVID-19 continues to change the benefit-covered population as well as goals and priorities. Be prepared to adjust strategy as the current environment is always changing. Claims data can help identify trends and potentially any gaps in care that need to be addressed. Invest in technology, support and education tools for your employees. Remem ber, a good financial wellness platform can ensure that employees are making informed decisions based on their benefits package and their specific circumstances.

Phil Mason joined UMB in 2005. He is responsible for the Healthcare Services line of business within Institutional Banking as well as management and oversight of the division’s

financial performance, daily operations, compliance teams and several other groups within Institutional Banking. Prior to his current role, he served as senior vice president, executive operating officer for Institutional Banking. Mason earned a double major bachelor’s degree in finance and economics from the University of Illinois Champaign-Urbana and a Master of Business Administration in finance and management from Rockhurst University. He also holds the FINRA Series 52, 53, 7, 24 and 66 licenses. In his spare time, he serves as a volunteer at Christ Community Church in Leawood, Kansas.

benefitspecialistmagazine.com | ABS 15