Open enrollment is when employers share benefits information, but it is also when employees reveal what they truly value and what they wish was different. Most employers do not hear these thoughts directly, yet understanding them can make the difference between a benefits package that is simply offered and one that is truly appreciated.
They Want Simplicity
Employees often struggle to understand the details of their coverage. Terms such as deductible, coinsurance, and out of pocket maximum can quickly create confusion. What employees really want is clarity. They appreciate when employers use plain language, provide side by side comparisons, and explain coverage with real life examples.
They Want Choice, But Not Overload
Offering too many plan options can lead to decision fatigue. Employees want choices that fit their needs, but they also value guidance. Decision support tools, educational meetings, and simple plan comparisons help employees feel confident in selecting coverage that works for them and their families.
They Want to Know You Care About Cost
Even small contribution increases can have a big impact. Employees want to feel that their employer is mindful of costs and working to balance affordability with quality. Transparency about how rates are determined and what the company is contributing builds trust and appreciation.
They Want Benefits That Reflect Their Lives
Employees are looking for benefits that support their everyday needs, not just health coverage. Access to voluntary benefits, mental health resources, and financial wellness programs can make a meaningful difference. When benefits reflect the realities of employees’ lives, they feel understood and valued.
They Want to Be Heard
Feedback matters. Employees want opportunities to share what is working and what could be improved. Even when all feedback cannot be implemented, simply being asked shows that their voice matters.
Final Thoughts
Employees rarely ask for more benefits. They ask for benefits that work better for them. Listening to employees and simplifying their experience helps create a culture where benefits are seen as a genuine investment in their well being, not just an annual decision.
