Open enrollment is one of the busiest and most important times of the year for HR teams, employees, and businesses alike. To help make sense of it all and get some tips on how to prepare, we chatted with Julie Blomsterberg, our People Consultant at Work Friendly. She shared expert strategies, practical advice, and why open enrollment can be a game-changer for your benefits program.
Q: What is open enrollment, and what does it entail for employees and companies?
A: Open enrollment is the perfect time for employees to review their benefits, make updates, and enroll in new programs that meet their evolving needs. For companies, this period begins months in advance. It’s an opportunity to analyze benefit utilization data, evaluate renewal quotes, vet vendors, and curate plans that align with their workforce’s needs. The planning stage is critical to ensuring everything runs smoothly when enrollment opens and into the new benefit plan year.
Q: Outside of utilization data, what’s the best way for companies to understand employees’ benefit needs?
A: This is one of my favorite parts of benefits planning—listening to employees. Conducting a total rewards survey is an ideal way to understand what your employees value. Ask questions like, “What benefits do you want?” or “What’s missing from our current offering?”
The key here is to plan in advance. A well-designed survey takes time, and at Work Friendly, we specialize in creating these questionnaires to ensure comprehensive results. Transparency is also vital. Share the survey findings with employees and follow through, even if it’s as simple as saying, “We’ve heard you, and here’s what we can do…” or celebrating the rollout of new benefits based on their feedback.
Acknowledging employee input fosters trust and engagement, so always thank your team. Every piece of feedback matters!
Q: How does Work Friendly support businesses during open enrollment?
A: We’re everywhere! Work Friendly partners with businesses every step of the way. From attending broker meetings and analyzing quotes to negotiating final rates and facilitating employee education sessions—we handle it all.
We also maintain benefits within your HRIS system, communicate updates to carriers, and even conduct reward surveys. Plus, we partner with highly skilled brokers to provide expert insights, leveraging our network to benefit our clients.
Q: Why is proper open enrollment planning so important?
A: Poor planning can lead to administrative headaches and compliance risks. It’s easy to overlook small details amid the larger open enrollment process, but those details matter. For instance:
- Meeting ACA requirements
- Staying up to date on preventive care guidelines, which vary by state
- Ensuring HSA and FSA contribution limits adhere to evolving IRS regulations
At Work Friendly, we ensure nothing slips through the cracks—even something as simple as preventing employees from exceeding election limits that could lead to penalties. With our experience, we know what to watch for, keeping businesses compliant and stress-free.
Q: Why shouldn’t companies overlook their benefits packages?
A: Benefits are more than just perks; they’re part of an employee’s total compensation. A well-structured benefits package can be the deciding factor for a candidate choosing between two roles or an employee deciding whether to stay or leave.
Benefits help attract and retain top talent while boosting employee engagement and loyalty. When promoted correctly, they’re a clear differentiator that sets your company apart from competitors.
Q: How does Work Friendly onboard open enrollment clients?
A: We get to work right away! First, we review your current benefit plans, identifying what’s working and what isn’t. Then, we align with your budget and determine how much your company can contribute to offset employee costs.
Benefits are one of the most meaningful ways to show employees you care. Once we have a clear picture, we roll up our sleeves and start designing the best plan for your organization.
Q: Can Work Friendly support clients outside of open enrollment project work?
A: Absolutely. We offer part-time benefits specialist services, acting as a dedicated resource for your HR team. This is especially valuable for larger organizations facing capacity challenges or those navigating global expansion.
Whether it’s handling day-to-day benefits questions or staying on top of changing rules and regulations, our team offers expert guidance. We essentially become an extension of your company, providing flexibility and expertise without the need to hire additional full-time staff.
Q: When should HR teams start planning for open enrollment?
A: Ideally, start 90 to 120 days in advance. This timeline allows for thoughtful preparation without the stress of last-minute scrambles. At the very least, begin no later than 30 days before your enrollment period starts.
Q: What do you love most about supporting clients during open enrollment?
A: I love helping people, and this is a meaningful way to do it. Benefits impact more than just the employee; they support families, too. Ensuring that employees and their loved ones have the care they need is incredibly rewarding. It may seem like just another HR task, but it’s life-changing for the people on the receiving end.
Open enrollment isn’t just a time to check a box. It’s an opportunity to create meaningful connections with employees, enhance company culture, and position your business as a top employer of choice. With expert guidance from consultants like Julie Blomsterberg and a partner like Work Friendly, organizations can transform the process into a seamless, impactful experience.
About Julie Blomsterberg
Meet Julie Blomsterberg, Work Friendly’s trusted People Consultant. With over 17 years of experience in recruiting, human resources, and executive coaching, Julie brings unparalleled expertise in solving complex workplace challenges. She specializes in change management, employee experience, and technology solutions, ensuring businesses and their people thrive together.
Whether she’s helping clients refine their benefits packages, craft strategic initiatives, or manage transitions with ease, Julie’s people-first approach is at the heart of everything she does.
