​If it’s about 6-8 weeks before open enrollment, you’ve started to realize that you’ve got a lot to do. The next 2 months are going to fly by in whirlwind of activity, so we are going to dedicate this week’s entire blog post to one of the most crucial - most absolutely essential - pieces of your open enrollment communication.

Employers, sit up and take note: the strict nine-to-five workday schedule is becoming outdated, and for good reason. Too many hours spent in the office could be causing your employees chronic stress, poor health habits, and low job satisfaction. 

 
You’ve planned. You’ve strategized. You’re ready to get things going, right? Congratulations, the countdown to Open Enrollment begins now.

​Prescription drug costs are rising faster than any other part of healthcare spending. A growing number of Americans can't afford their medications, forcing too many people to skip dosages - or skip taking their medication  entirely - and become sicker. 

​Goodbye summer, hello fall. To most people these words mean a change in weather, wardrobe, or their favorite fall flavored drink at Starbucks. But to an HR or employee benefit professional, it also means something else… time to start gearing up for Open Enrollment.

Providing for ourselves and loved ones is one of many motivations to get up and go to work — a globally shared sentiment. While that motivation may be what attracts potential applicants to an employer’s door, it won’t be enough to retain employees unless we consider what benefits packages could look like without breaking the company bank. ​

Two things get me very excited -- Interesting content about employee behavior and a really good infographic. When someone nails both in one swoop, I consider it good enough to share. Here’s why I find this gem relevant to our friends and readers. To understand the types of competitive employee benefit packages that are going to create the best level of satisfaction and loyalty for your company, you need to understand who your employees are, and what is important to them.

So, you’ve hired a new employee benefits advisor to assist you in developing and managing your employee benefits program.  Perhaps you interviewed a few different benefit brokers to evaluate your options, or focused on and moved forward with just one firm that seemed like the perfect fit.  Now, how do you measure the quality of service from your new benefits partner?