Offering a competitive benefits package is only half the battle. If your employees don’t understand what’s available to them — or how to use it — then the value of those benefits goes right out the window.
At Cypress Benefit Solutions, we’ve seen it time and again: well-meaning employers invest thousands into great plans, but employees are still confused or disengaged.
Here are 5 practical ways to fix that:
1. Simplify the Language
Benefits jargon can feel like a foreign language. Terms like coinsurance, deductible, or out-of-pocket max mean nothing if employees don’t have real-life context.
Swap out complex terms for everyday explanations. For example:
- Instead of “coinsurance,” say “your share of the bill after your deductible is met.”
- Use analogies (e.g., “Think of your HSA like a 401(k) for healthcare.”)
The goal is clarity, not compliance-speak.
2. Give Them a Place to Go (That’s Not HR’s Inbox)
Employees need a reliable, easy-to-access source for benefits info — not just during open enrollment, but year-round.
Instead of sending them hunting through PDFs or chasing down HR, give them a central hub where they can:
- Compare plan options
- Find carrier contact info
- Watch a short explainer video
- See what’s included in their coverage
At CBS, we help employers set up custom benefits websites that do exactly this — clean, mobile-friendly, and built around your actual plans. When employees have a go-to resource, they feel more confident and informed, and HR can finally stop answering the same five questions over and over.
3. Host a Walkthrough (That Doesn’t Feel Like a Lecture)
Annual meetings should be engaging, not overwhelming.
Use a 15–20 minute live or recorded walkthrough to explain plan options, highlight what’s new, and answer FAQs. Include real-life scenarios (“If you’re a single parent, this plan might be best”) so employees can picture what fits them.
Tip: Record it once, and reuse it throughout the year for new hires.
4. Offer One-on-One Support
Group meetings are helpful, but nothing beats personalized support.
Whether it’s during open enrollment or after a life event, employees value the ability to ask questions one-on-one. At CBS, we provide this service as part of our offering — so your team always has someone in their corner.
5. Reinforce Benefits Year-Round
Benefits aren’t just for open enrollment.
Send occasional reminders throughout the year:
- “Did you know your plan includes telemedicine?”
- “Don’t forget to use your dental cleaning before year-end.”
- “Here’s how your HSA can help with summer childcare expenses.”
A simple email or text campaign can go a long way in boosting engagement and ensuring employees are actually using what’s available to them.
Final Word
When employees understand their benefits, they’re more likely to use them, stay engaged, and feel cared for. And when that happens, your investment in group benefits finally pays off.
If you’re not sure where to start, we can help.
Cypress Benefit Solutions works with employers across the Southeast to make benefits simpler, smarter, and more effective for both the company and the employee.
