We know that Open Enrollment season can overwhelm employers and employees. That’s why we gathered insights from North Carolina-based benefits and HR experts who share their recommendations for a smoother, more effective enrollment process.
Remember, the goal isn’t just to get through Open Enrollment — it’s to help employees make the best choices for their health and finances while maximizing the value of your company’s benefits.
1. Be transparent about changes
Shawn Straub, president and founder of ALT HR Partners, emphasizes the importance of clear communication about benefit changes.
“Employees need to understand what benefits they currently have, what changes are coming, and how those changes will affect them,” Straub says.
For example, it’s pretty common for healthcare insurance prices to increase each year. To manage that effectively, Straub recommends:
- Communicating changes early
- Providing detailed explanations for increases
- Being transparent about cost origins
- Explaining how the company negotiated for the best prices
- Offering multiple informational sessions
“This approach not only helps manage expectations but also builds trust,” Straub says. “You want employees to feel informed and involved in the process.”
2. Help employees understand their options
Kate Brant, executive coach/HR strategist, stresses the importance of helping employees look beyond just the premium cost of insurance.
“Often, employees look for the lowest premium without considering how out-of-pocket costs go up with high utilization (chronic illness, accident-prone, etc.),” Brant says. “Higher premiums with lower deductibles, copays and coinsurance might be a better option.”
Brant recommends talking to employees about:
- How their family may utilize the benefits
- Whether higher premiums with lower deductibles might be more beneficial
- The advantages of pretax benefits, such as: Flexible Spending Accounts (FSA); Dependent Care Flexible Spending Accounts (which can be used to pay for services such as child care, preschool and before or after school programs); and Health Savings Accounts (HSA)
3. Maximize EAP awareness
Jim Needell, Human Resources at the Economic Development Partnership of North Carolina, highlights the often-overlooked Employee Assistance Program (EAP). EAPs can help employees navigate life challenges, adverse events, stress and other issues that affect mental or emotional well-being.
“It’s important to launch an internal marketing program to generate as much employee activity for the EAP as possible throughout the year,” Needell says.
During this time, you can:
- Educate employees about the full range of EAP services
- Review utilization data to understand how benefits are being used
- Address concerns about current benefit usage
4. Consider Family Forward NC Certification during Open Enrollment
Open Enrollment season is the perfect time to enhance your benefits package by becoming a Family Forward NC Certified Employer. For Thompson Traders in Greensboro, this certification made an impact on employee satisfaction and retention.
“We were already doing many of the things that the certification requires,” says Clifford Thompson, president of Thompson Traders. “We’ve always had a flexible and family-friendly culture, so it felt like the right step to formalize these practices.”
Here are a few benefits of pursuing certification during Open Enrollment:
- Shows commitment to family-friendly policies
- Helps attract and retain talent
- Formalizes existing family-friendly practices
- Creates competitive advantage in recruitment
Learn more about becoming a Family Forward NC Certified Employer here.