Motivate Employees to Spend More Time on Open Enrollment

Open enrollment is a crucial time for employees and employers alike. During this period, employees make significant decisions about their benefits, which can have lasting impacts on their health, finances, and overall job satisfaction. Unfortunately, many employees rush through the process, often failing to fully understand or maximize the benefits available to them. According to a Voya Financial survey, nearly 70% of employees spend 30 minutes or less reviewing their options during open enrollment, and most choose the same benefits year after year without exploring alternatives.

Motivating employees to take more time during open enrollment can lead to better-informed decisions, increased job satisfaction, and a more engaged workforce. This article provides strategies to engage and motivate employees to fully invest in their benefits choices during open enrollment.

Why Active Participation in Open Enrollment Matters

As healthcare costs continue to rise, it’s essential for employees to carefully review their benefits and make informed decisions that best fit their needs. Rushing through the process can result in inadequate coverage or missed opportunities for savings. Ensuring employees spend time reviewing their options is not just about benefits—it’s about their overall financial and health well-being.

Effective Strategies to Engage Employees in Open Enrollment

1. Educate and Inform Employees

One of the primary reasons employees spend little time on open enrollment is a lack of understanding. Providing clear and concise educational resources can make a significant difference. Employers should consider:

• Interactive Workshops and Webinars: Host sessions where employees can ask questions in real-time and learn about their benefits options.
• Simplified Guides: Create easy-to-understand materials like FAQs and comparison charts to break down complex information.
• Targeted Communication: Send personalized emails or messages that highlight key benefits and any changes specific to each employee.

By making the information accessible and relevant, employees are more likely to engage and make informed decisions.

2. Leverage Technology for an Engaging Experience

Technology can greatly enhance the open enrollment process, making it more user-friendly and efficient. Employers can implement the following:

• Centralized Platforms: Provide a single portal where employees can compare plans, review benefits, and make selections.
• Decision Support Tools: These tools can help employees understand which options are best for them based on their personal circumstances.
• Mobile-Friendly Enrollment: Ensure that employees can access their benefits information and make decisions on mobile devices, allowing for greater flexibility.

However, it’s essential to balance the convenience of technology with thorough decision-making, as automation alone can lead to employees breezing through the process without proper consideration.

3. Encourage Younger Employees to Take Their Time

Younger employees, particularly those in Generation Z, are often the most likely to rush through open enrollment. According to the Voya survey, nearly 80% of Gen Z employees spend 30 minutes or less reviewing benefits, compared to lower percentages in older generations. Employers can help younger workers by:

• Providing Ample Time: Give employees enough time to research and compare benefits options without feeling pressured.
• Promoting Educational Resources: Offer guidance that speaks to younger employees’ concerns and uncertainties about the process.

With the right support, younger employees can be motivated to invest more time in understanding their benefits, leading to better long-term decisions.

4. Offer Ongoing Support and Assistance

Open enrollment can be overwhelming, especially for employees with complex needs or who are unsure of their options. Providing additional support can ease these concerns and encourage more thoughtful decisions. Employers should consider:

• Help Desks and Hotlines: Set up a dedicated support line where employees can get answers to their questions.
• Personalized Consultations: Offer one-on-one meetings with HR representatives or benefits advisors to help employees navigate their choices.
• Peer Support: Encourage employees who are knowledgeable about benefits to share their experiences and tips with colleagues.

Providing robust support can significantly reduce the stress associated with open enrollment and ensure employees make the best decisions for themselves and their families.

5. Communicate Benefits Year-Round

While open enrollment typically happens once a year, benefits education should be a continuous effort. By keeping employees informed throughout the year, employers can help them better understand the long-term value of their benefits and how to maximize them. Strategies include:

• Year-Round Education Campaigns: Provide regular updates on how benefits impact financial health, such as saving on taxes or preparing for retirement.
• Ongoing Communication: Share success stories or examples of how employees have optimized their benefits choices.

6. Foster a Culture of Engagement and Recognition

Creating a culture of engagement around benefits can naturally lead to more active participation in open enrollment. Employers can foster this by:

• Open Communication: Keep lines of communication open about benefits and wellness programs throughout the year.
• Solicit Feedback: Regularly ask employees for feedback on the enrollment process and use it to make improvements.
• Recognize Active Participation: Reward employees who take the time to actively engage with their benefits, whether through recognition programs or incentives.

By building a workplace culture that values informed decision-making, employers can inspire more employees to take ownership of their benefits choices.

Conclusion: Empowering Employees for Better Benefits Choices

Motivating employees to spend more time during open enrollment is about more than just improving benefits selection. It’s about fostering a culture of informed decision-making, enhancing overall job satisfaction, and creating a more engaged workforce. Through education, technology, and ongoing support, employers can ensure that employees are making the best decisions for their health and financial well-being.

Contact us today at 909.466.7876 to learn more about how to engage your workforce during open enrollment and beyond!

Also, check out these 8 Tips for Effective Open Enrollment Communication in 2025 and discover these Building a Successful Learning and Development Program on our blogs/resources page.