During your open enrollment period, you probably receive a flood of questions from your employees about their health benefits. But questions and confusion about benefits don’t begin and end with open enrollment. And for most companies, confusion about benefits is a major problem.

  • Only 39% of employees fully understood their company health insurance policies, according to a recent survey.
  • Nearly 20% of employees said they weren’t sure they understood the benefits they signed up for.
  • Almost half weren’t sure what their annual health coverage costs were.

The same survey found that this confusion about benefits can overwhelm employees, to the point that they often give up trying to understand them.

  • Nearly 20% of surveyed employees said they didn’t do any research before choosing their health benefits.
  • More than 90% of employees said they simply sign up for the same benefits year after year.

As a result, your employees may be spending too much to over-insure themselves, or conversely might be compromising their health by passing on important benefits to try to cut costs.

This confusion can be bad for your company’s bottom line as well, wasting available benefits and contributing to rising health care costs.

With is in mind, it might be time to rethink your benefits communication game.

Benefits communication: It’s not just for open enrollment anymore

Certainly, reaching out to employees about their benefits during open enrollment is always a good idea. But remember that your employees probably have questions and concerns about benefits throughout the year, and particularly when they have to use them. 

Look for opportunities to educate employees while benefits are on their mind.

  • At the beginning of the calendar or plan year, you can remind employees about new benefits available to them or that their new deductibles and maximums have reset
  • At the end of the calendar or plan year, you can encourage them to use their benefits before their deductibles and maximums reset
  • During the summer, you can suggest that employees with children take their kids to the dentist before they return to school
  • When employees move, or their office moves to a new area, you can offer them tips on how to find a nearby in-network dentist
  • When they experience a qualifying life event, such as getting married or having a baby, you can explain how to add a dependent to their dental plans

Help your employees help themselves

A single 20-something employee with a pet iguana is going to have very different health care needs than a married 50-year-old with a large family. What they might have in common, though, is their understanding of health care plans and their lingo — next to none.

So rather than simply mailing out printed plan guides that most employees don’t read anyway, find resources that target your employees and their unique dental plan needs to help them choose a plan that right for them.

  • For example, Delta Dental offers answers to frequently asked questions, which includes information about dental plans, such as the difference between PPO and DHMO-type plans, explanations of networks and orthodontic benefits and many other topics.
  • Delta Dental also offers helpful videos that explain Delta Dental plans, networks and more.

And be as transparent as possible with costs. If you haven’t already, share specifically how much employees will pay when they enroll in different plans.

Make benefits a two-way street

As you strive to better educate employees about their benefits, don’t miss the opportunity to have them educate you as well. Given the chance, employees might provide you with valuable information about what they want — and don’t want — in their benefits. Give employees multiple forums to provide you with feedback. A few possibilities include:

  • Q&A sessions
  • Polls
  • Surveys

The questions and comments you receive can help you tailor your benefits communication strategies by uncovering new issues, such questions about virtual dental care options.

Remember, benefits communication is about more than open enrollment. Building a strong communications strategy is important for the health of both your employees and your company. By creating effective, personalized and tech-friendly communications, you’ll potentially save money and time, and ensure that your employees get the benefits they want and need.