Originally published 6/21/21, Updated on 6/29/22
During your first open enrollment meeting with a benefits broker, you may find yourself doing more listening than talking. Brokers have lots of data and ideas to share, and in their enthusiasm to be indispensably helpful, you may not get a word in edgewise.
To prevent this from happening, think in advance about the items YOU want on the agenda (i.e., your most important benefits priorities). Then, in the weeks leading up to your first planning meeting, reach out to make sure your benefits broker is prepared to discuss those items.
Here are 10 high-level requests to make. Note that you can tailor these to match your specific organizational goals. (If you don’t have a broker yet, then check out our post with eight questions to ask benefits brokers before you hire them. After all, this is one of the most important decisions you can make as a benefits professional. No pressure!)
1. Ask for a “touch-base” schedule (to prevent surprises)
When brokers get busy, they can be hard to reach. And if you’re not checking in with your broker, there’s a good chance something will slip through the cracks.
Ask your broker to create a “touch-base” schedule that takes you through the end of open enrollment. Your schedules should include:
- Short monthly updates
- A longer session a few weeks before open enrollment starts
- A final recap a week or so after open enrollment ends.
You can touch base by phone or email—but the quicker these dates get on your calendars, the more secure your collaboration will feel.
2. Ask for a simple summary of the financial report
If you’ve never seen a benefits financial report, you’re in for a treat—especially if you’re self-insured. Imagine if a truck full of accounting spreadsheets hit a train carrying the world’s biggest financial PowerPoint presentation. Seriously, it’s easy to become overwhelmed by the raw data, especially if you don’t have a sense of the big picture.
Pro-tip: Ask your insurance broker to put together a one-page summary that covers the high points. It’ll help you during the meeting. Afterward, you’ll have an easy-to-understand reference to review and share with others at your company. This is especially helpful when talking about how to combat rising healthcare costs.
3. Ask about benefits compliance updates
Federal, state, and local laws change all the time. Even the most proactive HR leaders may miss a new regulation here and there. Additionally, knowing how other leaders handle regulatory changes can help you make informed decisions. Here’s where a broker comes in handy!
Before your open enrollment planning meeting, make sure your broker is up-to-date on current benefits compliance. Tell them you want to discuss how any major changes may impact your benefits strategy for the upcoming year (and beyond). For example, increased insurance reimbursement for telehealth services may make it worthwhile to expand that benefit. Or, new government policies for family leave may mean your once generous policy now only meets the bare minimum—and could put you at a competitive disadvantage.
4. Ask about support for wellness programs
Our 2022 HR Priorities Report found that organizations are heavily investing in holistic wellbeing. This is more than your run-of-the-mill step challenge or discounted gym membership. It’s a comprehensive benefits plan that includes things like work-life balance, chronic condition management, financial wellness services, and more.
The pandemic and Great Resignation have taught us a lot. One of the most important lessons was the role employers can play in providing physical, mental, and emotional support to employees and their families, both directly and through third-party services. Ensure your employee benefits broker can connect you to a wide array of services to provide highly valued support.
ALEX Connect can send reminders about wellness-related benefits directly to employees’ phones.Learn more
5. Ask about additional services included with their fee
It’s a given that your broker will handle your vendors, negotiate prices, and provide reports. But many offer additional or ancillary services included in their fee—services you may not be taking advantage of. For example, some brokers provide HR specialist support, salary market data, wellness experts, and basic health care guidance from their on-site attorney.
Ask your benefits broker to email you a list of any other services included with the existing fee. If any sound interesting or helpful make sure to utilize them!
6. Ask about streamlining the enrollment process
A good employee benefits broker should help your company digitally streamline open enrollment. The last thing you need is a cumbersome process managed by email and spreadsheet—or, worse, pen and paper. That’s the stuff of HR nightmares, plus your employees don’t like it, either.
It’s important to ask your broker how they digitally support open enrollment, from tracking and record-keeping to employee education and communication. Make sure the broker’s workflows are consistent with industry best practices as well as your own company culture and employee expectations. While you want to ensure a digital-first approach to open enrollment, you also need to incorporate a human touch to counterbalance your tech.
For example, Mckinsey estimates nine out of ten organizations will be combining remote and on-site working. As such, you may need to balance in-person sessions for your hybrid workers versus webinars for those who are remote. And that’s where your broker can assist! The more that your benefits broker helps to automate the open enrollment process, the smoother it will be for everyone.
7. Ask about upgrading your benefits communication
The sooner you talk to your broker about benefits communication, the better. You don’t want to be scrambling to find and implement a new software solution or platform just before open enrollment.
Ask that your broker comes to the meeting ready to talk about two communication tools that would be a good fit for your company. Ideally, these tools would help your employees make smarter choices during open enrollment AND provide education throughout the year. If something sounds promising, ask to be included in a full demo as soon as possible, so you’re equipped to make a decision ASAP.
Jellyvision Custom Solutions helps tackle benefits communication via personalized emails, texts, and printed materials—all at your fingertips!Learn more
8. Ask about year-round benefits management support
Your employee benefits communication plan should cover the full year, not just the weeks leading up to open enrollment. One of the questions to ask your benefits broker is how they can support this year-round communication plan through ongoing engagement, education, and decision-making.
This support is critical. Think about the major life events that require employees to make important benefits decisions outside of open enrollment: marriage, divorce, childbirth or adoption, medical diagnosis, home purchases, and so on. These life events happen at all times and require 24/7 benefits knowledge and support. Knowing how you can lean on your employee benefits broker outside of open enrollment will help you give employees the help they need, when they need it.
9. Ask for recommendations beyond next year
While long-term planning shouldn’t be the core focus of your open enrollment strategy meeting, it should play a part. Some benefits offerings require several years to introduce and garner significant engagement before you see an ROI.
Moreover, every company has long-term goals. No matter whether you’re planning to enter new markets, go public, or double your headcount, you need to think about how your business strategy will impact benefits offerings. What benefits will help you attract top talent, increase your valuation, or compete in a new geographic area? The sooner you ask your benefits broker, the sooner they can lay out a long-term employee benefits strategy.
10. Ask about new technologies and tools
Remember our advice to ask about the additional services included with your fee, and anything that will streamline the enrollment process? Technology should be a big part of that conversation.
Ultimately, you need to make sure you’re using all the tools at your disposal. If you’re using a benefits engagement platform, are you optimizing all features? For instance, is there a mobile app, chat functionality, or additional resources? If you have an established solution, ask your broker if there are new features for this year’s open enrollment. In addition, is your broker positioned to help onboard employees?
Drive smarter choices with the right tools
At Jellyvision, we know how the right technology can make a big difference in open enrollment. ALEX Benefits Counselor uses a simple one-on-one conversation to understand employees’ benefit needs and provide recommendations for medical, dental, vision, and voluntary benefits offerings—no matter how complex the plan design.
We also incorporate years of data and behavioral science to offer a personalized experience for each individual—something no other platform can offer. (Learn more about how we stack up to the competition).
Using ALEX, 85% of employees better understand their benefits choices, while employers save an average of $2,000 per employee when individuals enroll in the right benefits for their needs. What’s more, ALEX is getting a makeover this year, just in time for open enrollment. Users will enjoy refreshed designs, rescripted content, and increased clarity.