What’s worse than your employees not having health benefits plans?

Your employees choosing the wrong health benefits plans.

Not only do they lose out on proper health care for themselves and their loved ones, but it costs big money. Employees lose an average of $750 a year from joining the wrong plan. It can cost their employers $500 to $2,100 in collateral damage from low productivity and absenteeism.

That’s the bad news.

The good news is that you can easily help your employees choose the right benefits plans with a little planning and a lot of good communication.

1) Three’s a Charm for Choosing Benefits

The power of three is well-known in the marketing world. Ads promote three benefits. Slogans have three words. Businesses offer three options.

For some reason, the human mind remembers things better in threes.

You can also use the power of three to educate your employees about their health benefits. One email just won’t do it. But with an email, a flyer, and a poster, your message can stick. That’s one reason why Pet Benefit Solutions offers HR departments custom tabletop displays, posters, brochures, flyers, plan summaries, plan comparisons, and FAQs.

Your employees need to see the information multiple times to absorb it and make the correct choices.

2) Customize your Benefits Information

Meet Dave, who’s thinking about retiring. And here’s Denise, who just finished her internship. Dave and Denise have vastly different needs and priorities. What speaks to him won’t speak to her and vice versa.

That’s why you should be personalizing your benefits messaging.

During open enrollment, speak to your employees in segmented groups. There you can address each group’s concerns and help them make the best choices. For example, older employees will probably want more facts and figures. On the other hand, research shows that for millennials, it’s about peace of mind and sense of responsibility. Employees can be grouped by life events such as marriage or having children, too.

One word of caution: HIPAA has detailed rules about nondiscrimination for eligibility, premiums, or coverage based on eight “health factors.” Make sure it’s clear that you’re not segmenting people to affect their eligibility, but only to answer their questions more effectively.

3) Digital Resources for Choosing Benefits

Chances are you won’t be around when your employee makes a final decision about next year’s benefits. While the materials you sent will be helpful, where’s the employee going to go for more info? Online, of course. You can have digital resources ready for when your employees need them.

• Interactive online tools are one example. Those programs make personalized recommendations based on each employee’s healthcare needs and personal preferences. Employees make better choices, save money, and need less time from you to answer questions. Companies see higher enrollment rates, too. Two excellent services are ALEX and PlanSelect.
• Another digital resource for choosing benefits is a dedicated landing page. Pet Benefits will build a custom landing page that includes your company name, logo, and detailed instructions on how your employees can enroll. You share the link with your employees, so they’ll have all the information they need when they need it.
• Digital presentations also work wonders. Think Powerpoint presentations, videos, or webinars.

4) The Personal Touch

Digital is great, but don’t forget the personal touch. Even techie millennials like to get information face to face.

• Be around during open enrollment for employees to ask questions.
• Host live, group FAQ sessions.
• Plan a Benefits Fair. Pet Benefit Solutions offers companies plenty of info for hosting events, including raffle prizes.

5) Simple Language for Benefits Choices

“Insurance-speak” will answer all your employees’ questions, right?

Like, a pre-existing condition is “a provision stating that benefits will not be paid (or will be paid on a limited or reduced basis) for any condition that manifests itself for which treatment was provided for in a specified period of time prior to the start of the current insurance policy.”

No wonder employees make the wrong choices. The less jargon you use and the more plain English, the better your employees will understand.

Benefits are a huge booster for employee happiness and satisfaction – if they’re done right. Your employees may be choosing health benefits for themselves or their children or pet health benefits for their furry family. Your clear communication will empower your employees to make the right choices.