Self-Service Benefits Enrollment in a Post-Pandemic World

Why self-service options are here to stay, and why companies need them now more than ever.

It is no secret that the entire world was changed by the COVID-19 pandemic in 2020, and thereafter.

Consequently, a new wave of modern work from home arrangements was born. Companies launched creative “backup plans” for continuing business during shut-downs and Stay-At-Home Orders. The world of employee benefits was no exception, as benefits professionals could no longer count on face-to-face interactions allowing the “in-person” benefits enrollment approach. Enter “self-service enrollment”. In this article, we will cover why self-service enrollment, for employee insurance plans, has become a staple in the present employee benefits sector, and why it’s here to stay in the future of the ever-changing employee benefits landscape.

​When it comes to benefits enrollment, traditionally, employees and individuals requiring coverage would meet with a benefits specialist, Agent or HR professional if they had questions or concerns about the process. Especially with annual open enrollment, this was a guided process.
Today, more than ever, Companies need streamlined processes and a self-service model for enrollment. Whether an insurance broker, or a CEO, benefits remain at the forefront of employee concern, as they are understandably a top priority for many individuals on a national level.
Participant norms have evolved drastically in recent years, and the brave new world of “self-serve enrollment” is not only here, but has proven to be an excellent option for benefits professionals and plan participants alike.
The expansion of the way we offer benefits is no longer a discussion. It’s an expectation. Self-service may not be an end all, be all for all situations, but it certainly makes sense for many. Here’s why:

1. People like simplicity. Simplifying processes may be necessary for your business and for the participant. Using technology such as online tools to simplify the entire employee health benefits enrollment process makes it far more efficient. If you have the right technology, it can benefit the entire enrollment process, and even automate it.

 

1. Cost consciousness may warrant a change. A modern enrollment experience is often available at no additional cost. That’s right, self-service enrollment (with good customer service options, of course), can save on your bottom line. This approach to benefits, and employee insurance plans, is often just faster, and therefore it is saving man-hours and the wide array of benefits enrollment technology available today is offered at highly competitive prices.

 

1. Keeping participant data straight is often an administrative nightmare. If you want the details to be accurate, and the enrollment process to be flawless, then you can avoid managing discrepancies like incorrect participant demographics, or the potential to offer someone the wrong plan. A good self-service enrollment approach can eliminate these headaches by offering solutions that provide regular auditing, and confirmation controls. Use systems that allow your data to seamlessly connect to your payroll management, insurance carriers, and even HRIS systems. Data will transfer directly to the other vendors as needed, and everything can be managed in one system. Not only does this save time and money up front, it can reduce risk and improve overall compliance metrics. 

 

1. Meeting employee needs is often a challenge. Employees such as new hires or those who experience qualifying events need a solution that can accommodate them in addition to the regular everyday life events and annual open enrollment participants. A good self-service approach can provide education about all benefit offerings, an easy-to-use platform that allow users to understand their health and voluntary benefits, and allow for the opportunity to speak with a customer service professional if needed.

 

1. The workload surrounding your Human Resources benefits implementation requires a better strategy. HR professionals and other employee benefits professionals, such as insurance brokers know how challenging the workload management of benefits enrollment can be, especially when it comes to health coverage for employees. Sometimes that workload can become too cumbersome to continue utilizing manual methodology. Consider modern self-service options and partners who know what its like to manage this type of workload, and who offer solutions to make your life easier, while helping your employees and plan participants. Great benefits solutions providers provide great service, reliable tech, clear responsibilities, data solutions, and help with typical enrollment challenges.

 
Haven't yet considered self-service open enrollment for your business or agency? Employee habits post-pandemic have evolved dramatically, and individuals are now more than ever before more likely to get online and handle tasks themselves. Like it or not, in many ways, we are now living in a self-service world. Remember that over half the work force in the United States is now working remotely or on a hybrid-remote schedule. Gathering people together is more challenging even with virtual capabilities.  Even the most traditional Employers, Vendors, and Agents are now operating in an era which requires new waters to be chartered in order to keep up with participant demands. 

See also: SHRM Listing Whitepapers
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