Last week, we talked about getting feedback from leadership on how they evaluate Open Enrollment.
This week, it’s all about turning that feedback into goals. Building your strategy around these goals improves the relevance and visibility of OE.
While the goals are specific to your company’s priorities, this template can help you structure your version:
Sample Objective: Reduce employee turnover by 5% over last year.
- Develop targeted messages and outreach to improve the OE experience and benefits satisfaction for at-risk employees.
- Quantify the cost of employee turnover (e.g. estimated time to hire and ramp, lost institutional knowledge). This cost analysis can help allocate $s to outreach.
- Identify activities that correlate with turnover, whether benefits-specific or not.
- Identify the needs of at-risk employees, based on historical benefits use and past surveys. Highlight opportunity areas, like custom plan design or innovative care options that could apply.
- Develop a plan to communicate these benefits to the audience.
- Introduce a year-round retention initiative that starts with OE.
- Create a plan to communicate the value of employee benefits in monthly internal communications.
For each, compare the results of targeted group to general population:
- Post-OE satisfaction survey
- Year-round benefit and satisfaction surveys
- Feedback from health plan, like NPS score and comments
- Quarterly manager turnover risk assessments
- Employee turnover rate
Your employee experience matters all year long, not just during Open Enrollment.
See how leading companies are doing it differently, in a new Harvard Business Review Analytic Services report.