You’re probably no stranger to follow-up email surveys—like the one about the cleanliness of the hotel where you recently stayed. Or the one about the customer service support you received during a recent call to your credit card company. Or the quality of the food at a restaurant where you recently dined.

Every business needs feedback to improve their overall experience. Similarly, a post open enrollment survey is one of many tools employers can use to improve employee engagement and ultimately give employees what they need. 

Specifically, a post open enrollment survey can help you identify what to do after open enrollment season to improve your process. Do you need a more personalized approach, for example? Or a simpler way to explain your benefits options? Should you be sending more frequent reminders about important deadlines? This type of survey also lets you know what you did well so you can keep doing it. Finally, an open enrollment survey can give you the HR data you need to make smarter decisions about employee benefits communication.

Here are six tips for constructing a post open enrollment survey that will give you the feedback you need to succeed:

Choose the right online survey tool for your post open enrollment survey

There are lots of online survey tools available, like SurveyMonkey, that can help you host your open enrollment survey. Here are some questions to consider as you evaluate online survey tools: 

  • Does the survey tool allow you to show different questions based on answers to previous questions (sometimes called “skip logic”)? 
  • Does it allow you to show multiple question types (e.g., scale questions, checkboxes, and forms), or are you locked into only multiple choice and open-ended questions? 
  • Does it include a library of survey templates? 
  • Can you export the data to a preferred format and cross-tabulate results? Is the tool mobile-friendly? 

Taking a few minutes to do a little research can make a big difference in making sure you’re able to put your survey results to good use. 

P.S. If you’re a Jellyvision customer, we’ll put together and send your benefits satisfaction surveys for you, analyze the results and offer feedback on how to improve your benefits communication and open enrollment materials.

The Jellyvision team makes post-open enrollment reporting a breeze. 

Contact us to learn more

Define the purpose of the survey.

You don’t want employees to roll their eyes and think, ‘Ok, great—another survey I don’t have time to take.’ Instead, make it all about them by saying something like: ‘We want to improve your benefits and help you understand them better. Answer these seven short questions so we can make it more worth your while to work here.’

Pose the right post open enrollment survey questions

The goal is to find out employees’ opinions about your open enrollment process. But to keep people’s attention and get accurate information, you need to keep it short and sweet. Decide which questions are ‘need to know’ rather than ‘nice to know.’ Make every question count.

Here are a few of the questions that we send in our own post-open enrollment surveys to ALEX users:


1. How satisfied are you currently with your employee benefits?

  • Very satisfied
  • Somewhat satisfied
  • Neither satisfied nor dissatisfied
  • Somewhat dissatisfied
  • Very dissatisfied

2. If you had to guess, how do you think your current employee benefits compare to those at other companies?

  • They’re a lot better than other companies
  • They’re somewhat better than other companies
  • They’re the same as other companies
  • They’re somewhat worse than other companies
  • They’re a lot worse than other companies

3. If it were up to you, which of the following employee benefits would you like your employer to offer (please check all that apply)?

  • Accident insurance
  • Adoption/surrogacy assistance
  • Cancer assistance
  • Childcare benefits
  • Critical illness insurance
  • Dental insurance
  • Diabetes management assistance
  • Disability insurance (long and short term)
  • Donation matching
  • Employee assistance program
  • Employee perks and discounts
  • Fertility benefits
  • Flexible work schedules
  • Gym memberships or discounts
  • Healthcare spending or reimbursement accounts (HSA, FSA, HRA, etc.)
  • Home office stipend
  • Hospital indemnity insurance
  • Life insurance
  • Maternity/paternity leave
  • Medical insurance
  • Mental health assistance
  • Musculoskeletal management assistance
  • Paid time off (vacation, sick days, etc.)
  • Pet insurance
  • Pharmacy cost management program
  • Relocation assistance
  • Retirement benefits or accounts (401k, etc.)
  • Student loan repayment
  • Telecommuting options
  • Telemedicine
  • Transportation FSA or assistance
  • Tuition reimbursement
  • Vision insurance
  • Wellness programs

4. How much do you agree or disagree with the following statement — I would work for a company longer if they made sure I knew about the employee benefits that were right for me.

  • Strongly agree
  • Somewhat agree
  • Neither agree nor disagree
  • Somewhat disagree
  • Strongly disagree

5. Did you use ALEX Benefits Counselor this year to help you choose and/or learn about your employee benefits?

  • Yes, I did
  • No, I did not
  • I don’t know

Remind employees of resources and tools

At the conclusion of the post open enrollment survey, consider including a short list of resources and tools available to them—like your benefits guide, HSA program, or ALEX. After all, you want your employees to keep thinking about your benefits package even after open enrollment is over!

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Remember: Timing is important

Ideally, you would survey your employees immediately after they complete open enrollment, while the experience is still fresh in their minds. For example, you can add the link to a post-enrollment email. If you missed that window of opportunity, send the post open enrollment survey as soon as possible thereafter. Any data is better than no data.

What to do after open enrollment: Discuss, discuss, discuss

Once you have the post open enrollment survey results, let the fun begin. Take a deep dive into the results, and review with your human resources team and any other stakeholders outside of your department. Let the data spark conversations and ideas for future benefits engagement initiatives.

ALEX drives benefits engagement at enrollment and year-round.

Learn more

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