Technological advancements have granted us more convenience than we know, easily connecting us with others and allowing critical data to be shared globally in the blink of an eye. But if your organization is one of the many with employees who feel overwhelmed and under-informed about the benefits enrollment processes of the digital age, you may feel technology is working against you rather than helping your cause. On the surface, today's benefits landscape is certainly more complex, and with Affordable Care Act deadlines putting more pressure on employers than ever, an added layer of uncertainty may have you stressed. This is why you need to help yourself and your employees navigate the enrollment process and keep a firm grip on the situation throughout.
Overcoming sticking points
Regardless of the sector in which your organization is involved, benefits enrollment can pose a similar set of challenges for employers and workers of all ages and backgrounds - many of the parameters and expectations are simply not made clear and it is easy to get lost in the fray. When you guide your employees through this complicated affair, they will not only be appreciative of your efforts and feel more respected as individuals, but they will have a better idea of how to approach the process next year when the time to enroll comes around again. An investment in knowledge, after all, is one of the wisest allocations of resources you can make as a team leader.
Because employee benefit systems are often so convoluted, however, you may find it difficult to assess where and when your staff members are in need of assistance. Take some time to look into your current approach to benefits and see where staff members are getting caught up, ask around to find out which areas pose problems and use analytics processes to view patterns in enrollment to understand how operations can be improved. If you don't know what to look for, consider these common challenges and ask whether your organization can benefit from targeting similar points of confusion or frustration.
- Spousal surcharges: If you are operating on a defined contribution benefits enrollment model, you'll need to inform employees with spouses that they may have to pay a bit more if the insurance is to cover the significant other as well. Informing employees from the outset will help to avoid budgeting problems down the line.
- Kids come along, too: According to Forbes, employees may forget to sign their kids up for coverage during the enrollment process, thinking that a standard package will serve their entire family regardless. Offer benefits management software that makes the features of each insurance product unmistakably clear to bypass these problems entirely.
- Promote flexibility: Few things make employees feel more stifled than being limited to a set of coverage options that may not even apply to their life situations. Forbes explained that offering a full range of insurance policies that can be easily switched and altered on the fly give workers a sense of autonomy that has a positive impact on performance in the workplace.
- Less isn't always more: Too many employees are satisfied with the bare minimum amount of coverage provided by their organization, so you should always try to educate your workforce on the different kinds of options they may need in order to ensure their well-being across the board.