2022 Open Enrollment: 5 Tips for Delivering a Standout Employee Benefits Package

Another year into the pandemic has brought about considerable and permanent changes to employee priorities. Amid the Great Resignation, the open enrollment period for 2022 is an opportunity for organizations to showcase how they’re committed to investing in their talent.

As you plan for open enrollment, here are some considerations to keep in mind:

1. The future is flexible.

This year has proven the importance of supporting employees with how and when they work, particularly with flexible working arrangements and schedules. Since the start of the pandemic, many have become accustomed to the versatility that comes with remote and hybrid work. A recent survey found that 96% of workers want to continue working remotely in some capacity with 65% desiring to stay remote full-time. Meanwhile, a different report showed that burnout is up 9% compared to pre-pandemic numbers. 

If your organization offers flexible schedules and working arrangements, it’s a powerful benefit to communicate during open enrollment. Additionally, consider providing assistance with home office setup and expenses for remote and hybrid employees. 

2. Equitable solutions are imperative.

The future of DE&I (diversity, equity and inclusion) requires equitable solutions for careers that are at-risk. For instance, working parents have been especially impacted by the pandemic, with 46% of U.S. households made up of both parents working full-time. As stress and challenges of the pandemic continue to affect working parents and the concern of stunting long-term career growth for women and minorities sets in, employers have started to take action investing in non-traditional benefits such as childcare stipends and reimbursements, along with flexible working arrangements.  

Another equitable solution some companies are investing in is higher education benefits. Student loan debt in the U.S. is currently at $1.7 trillion, adversely affecting women and Black people. Organizations that offer solutions such as tuition reimbursement programs, tax-free student loan repayment assistance and matching contributions to college savings plans have a unique opportunity to stand out against the competition. 

3. Well-being requires a personalized, holistic approach.

A holistic benefits package can be influential in attracting and retaining best-in-class talent. In a recent survey, Americans’ perceptions of their health revealed a need for guidance when it comes to exercise, eating healthier and getting more sleep. Consider how your benefits offering addresses all aspects of an individual’s health, including mental and physical. 

Harvard Pilgrim members have access to personalized health coaching, plus a suite of digital tools that helps track everything from mental well-being to physical wellness. Additionally, through Harvard Pilgrim’s Living Well at Home program, members can access a variety of well-being and fitness-related activities including Zumba, yoga and mindfulness. 

4. Virtual care and telehealth are here to stay.

According to a recent study, 40% of respondents reported that they would continue to use telehealth for their future care needs. With the Delta variant  and COVID-19 cases remaining high, telehealth is both a convenient and safe care option for busy employees.

Access to telehealth services, like Doctor on Demand, will continue to be an important part of a benefits package when it comes to urgent care, preventative care, chronic pain management and behavioral health visits.

In addition, Harvard Pilgrim offers flexible health plan options built on a virtual-first platform,  SimplyVirtual HMO and Virtual Choice, that allow members to connect with PCPs and a dedicated care team through video, voice and in-app messaging 24/7.

5. Communication is key.

A robust communication strategy is imperative as you plan to educate a traditional or hybrid workforce throughout open enrollment period. Here are some considerations for your communication strategy:

• Schedule virtual benefits fairs. Hosting targeted online events throughout open enrollment can help employees learn and ask questions about your offering. Lean on vendors and partners to host sessions that can be recorded and shared later.
• Highlight plan changes. In addition to noting changes to your benefits, make sure to call out new federally-issued modifications that affect health coverage and impact decision-making, such as the increase to HSA contribution limits.
• Promote easy-to-use plan selection tools. Employer groups who have Harvard Pilgrim Health Care coverage may be eligible for access to digital tools like MyHealthMath’s Decision Doc which can help employees choose the best plan and value for their needs and lifestyle. For one-on-one support, employees can even speak with a MyHealthMath analyst over the phone.  

During a time when employee retention is harder to achieve than ever, a standout benefits plan can reflect the values of your organization and be the deciding factor between turnover and long-term commitment.