Good morning or good afternoon, everyone, depending on where you are. Welcome and thank you for joining our webinar today. This is our quarterly BEN Admin series that we’ve been doing all year. So, today we’ll be focused on what you should be doing in Q3, and we’re going to go through our Employment Benefits Survey that we just put out. But this is Preparing for Reduced Benefits Choice Regret. I’m Robin Carlini. I’ll be your webinar moderator today. We’re excited that you are here. Thank you for your time. And a little bit of housekeeping before we get started. This webinar is being recorded. Everyone will be receiving the recording tomorrow with some resources as well. And there’s a Q and A box. If you don’t mind typing in your questions in the Q and A box, and we can answer as we go through and towards the end. And also upon exit, there is a survey. If you don’t mind filling that out. We ask you know, what webinar topics would you like to see in the future and some other questions, and that really helps us shape our webinars. And a little bit about Solirix. Before we get started, here’s a quick look. More than fourteen million employees and twenty six thousand employees, employers trust our platform to manage benefits. We’ve administered over nineteen billion dollars in core involuntary premiums to date, and we have a thousand plus integrations. So these just aren’t impressive numbers. They represent thousands of employers that trust us. And of course we have ACA compliance as well. You can see those stats, but today we’re focusing on Benadmin. And with that, I will introduce our speaker today Jasper Purvis, our Vice President of Partnerships here. Hey Jasper, do you want to tell us a little bit about yourself? Sure Robin, thank you and welcome everybody. We appreciate you joining us this afternoon or this morning, depending where you are. As Robin said, my name is Jasper Purvis. I’m the VP of partnerships here at Solaris. I’ve actually been in the industry over twenty five years. I started out as a kneecap to kneecap enroller many, many years ago before I had gray hair and went through the the years of doing that. I worked for a TPA and also worked for an insurance carrier for a long time, and then moved over here to Solaris about five years ago to kinda help with our carrier partnerships and and other partnerships with our brokers to try to help with enrollment conditions. So one thing I’ve always worked on in my career is being able to educate, employees and employers on the best way to get information, to the employees so they can make the best decisions for their families. And I think this is a really exciting time that we have in our industry because I think we have a lot more technology tools that we can actually do a much better job than what we used to do when I started out in this industry. Perfect, and before we get into what our survey revealed, we will launch our first poll. We’ll have three polls today, if you don’t mind participating. And our first one is, what is your organization’s biggest open enrollment challenge today? Is it employees don’t understand their options, low engagement with open enrollment communications, too many employee questions for HR, employees make poor benefits choices, or all of the above. Okay, Jasper, it looks like seventeen percent employees don’t understand their options. Thirty eight percent low engagement with communications. Eight percent employees make poor benefits choices, thirty eight percent pretty high for all of the above. What do you think of that? Not too surprising, I guess. It’s not too surprising. And first of all, you guys for answering the question. I think this all of the above really represents a lot of the complexity that we have in our environment today. And I think it’s surrounded by a lot of things that we’re going to talk about later on and will be revealed in the survey. I think the best thing is I think we do have a lot better understanding of maybe why these things are happening. And more importantly, I think some of the tools that we can utilize today, we can make different choices if some things aren’t working and measure more appropriately for things that aren’t working and try to do things that aren’t working. What I felt like in the last few years is, it’s almost paralysis by too many decisions, but I think that kind of represents some of the things that we’re gonna see, in the next few slides that we’re gonna talk about. So we’re going to kind of just jump into our benefit survey. You know, we do this survey every year, and we talk to a lot of employees across America to try to get a better understanding of what they’re really feeling in the marketplace. And you can see here, there’s a lot of interesting stats about how they’re feeling about their benefits. Twenty seven percent fully don’t understand their benefits. I’m guessing most people on this call probably is not surprised by that. There are two numbers that actually surprise me the most, and I’ll first start with that only sixteen percent are using some sort of decision support during enrollment. I feel like decision support tools have been in the marketplace for a long time. I feel like it’s been talked about in a long time. When I understand decision support, I not only think of the technology tools, but I also think of even one on one benefit counselors that are in the marketplace to help people make decisions. So I’m really kind of surprised by that number, but the number that really concerns me the most is the thirty nine percent of people who delay or skip their coverage due to confusion. There are several reasons that concerns me. One is, if I was an employee, I’d be concerned that my employees weren’t at their best, and making sure that them and their families could actually go get medical care when necessary. As we all know, medical insurance premiums have been rising, and if people are going to be paying those premiums, they should feel comfortable enough to make sure they can go and get the right appropriate care. When I saw this number, I actually kind of just took an unformal poll with some of my colleagues and friends and asked about this, and a lot of them were just confused on even where to go to get coverage, like where to go to get an MRI. And they’re really concerned about the rising cost, so they are wondering how much is it gonna cost, so they kind of skip getting care because they’re worried about what that bill will be. And that’s the number I feel like if we can do a better job of educating costs where to go to find the most appropriate care throughout the year, not just during open enrollment because people need care throughout the year, I think we might have some better engagement with our employees. And so this is kind of just an overview quickly of the people that we actually surveyed, the demographic breakdown of them. I’m not going to go over this. Like Robin said, we are going to share this slide with you, but just wanted you to know so that if you wanted a deeper dive into who we actually asked and who answered, this slide will give you that information. So let’s talk a little bit about our findings about what people told us during the survey. And this one actually kind of surprised me a little bit. It’s basically most people said they didn’t understand their benefits, and I think that that’s understandable. But it was really interesting about the number of people and how much time they spent, if they were confused or if they regret some of their decisions. And what we found is it’s not how long they really spent on the enrollment, it might be the opposite, that they have less confidence. So, we found is those people who’ve spent more than two hours on an open enrollment period trying to make decisions, they actually have more regret, where people who spent less than ten minutes have very less a lot less regret than the others. And so what that kind of signals to us is I don’t know if they need more time. It’s a really interesting thing. As I talk to HR leaders, we always try to extend that open enrollment period, you know, in two weeks instead of three weeks. But as you guys know, any time open enrollment period, you’re going to have a plethora, let’s say it’s twenty percent, twenty five percent of employees who do it, and then you have that lull where almost nobody does it, and then you have the race to the end to try to get enrollment, right, to get it done. I think what it really is saying is that we need better guidance throughout the process. I’ve said this several times if you heard me speak on our webinars before. I think one thing that employees need is more constant communication that we’ll talk about because I think they have regret because they are forced to do open enrollment, which is necessary as part of our business. But a lot of people don’t engage in the understanding of benefits till it’s important to them. And so I think this understanding of how they get better guidance during open enrollment and throughout the year is really important. And it also reflects back on the previous slide where I said only sixteen percent are using the decision support tool. Those are the guidance things I think will help reduce the regret for those employees. So I want to talk a little bit about some ways to create better decisions. You know, we live in a world today that’s very personalized. I was reading the other day that people think if they get personalized communication, they feel like it’s okay that we’re kind of watching what they do on social media. So this personalized communication is really important. As I discussed earlier, we do have a lot of tools today from a technology standpoint where we can put people’s names and messages, and we understand that they have families or not, and send them really personalized communications best based on where they live in the country to ensure they feel like the messaging is targeted to them and specific to them. So, hopefully, more than likely, they will read the messaging. I think a lot of time when it’s just a canned note, email, and or text, they feel like they’re not really talking to me. They’re talking at me, and a personalized communication can help with that. Once you get them to do that, give them a tool to help them make decisions based on their family and their structure of what they need. And it’s not just one tool. I think it’s really about education. I think people make better decisions when they’re educated. It’s really funny, I think people probably understand where they want to go on vacation longer when they want to pick on their benefits. So this education piece, I think, is really important. We’re going to talk about this a little bit more, but I think that personalized way of educating, and more importantly, educating throughout the year is really important. You know, when people learn, it’s not just one time. It has to be repeated. And I know that puts sometimes extra effort onto our HR teams, but there are a lot of technology tools that can help them do that. And I think this last one is really important on how you engage with them, and I think it’s kind of personal too. Right? It’s communicate that to them in many different ways, whether that’s email, text message, putting something on the bulletin board. I also feel like being able to connect to them in multiple different ways and reminding them all the time will help kind of some of the information soak in a little bit. The second finding that I think is really interesting is personalization is kind of the lever that nobody is really pulling. And like I said before, one of the key takeaways here is if people feel like you’re directing the message directly to them, I think they’re going to take a lot more engagement. It’s interesting whether it’s Netflix, TikTok, YouTube, this what I call recommendation economy, Amazon, when things, because we are searching for it, gets put in front of us. We have a need, it seems like, to click on it because we feel like they’re sending it personally to us when they know they’re not, but we have this sense in our world where these things are personal for us. How do we do that in today’s world? So thirty five percent of the employees that we survey regretted a decision they made after enrollment. That’s a really high number for a large part of someone’s paycheck that they’re spending on benefits. So not only do we want to ensure that the benefits they do select that they can use, don’t want them to regret some of the financial decisions they make by picking the wrong plans or not picking a plan at all. So being able to provide a personalized experience, I think, is really important because it closed the gap between satisfaction and non satisfaction. You can see those who really had a personalized experience were much more satisfied versus those who had none. And I think that’s a large probably one of the largest gaps that we have inside the survey that really tells us personalization is a key lever that we need to pull today and moving forward. So how are some of the things that you can do through personalization? And this is where I am going to admit, it might be some more work on HR teams, and it really comes with communication relevance. We’re going to talk about this a little bit, but one of the key findings that we found is age is a big factor on how to communicate and what to communicate. So being able to communicate in a way where they actually understand it is really important, not only by age, there are different personas that people need. So understanding that persona experience is really important. Again, we touched on this before, but having an enrollment experience that’s really personalized to them, and I think this is one that’s really important, making sure they understand benefits before they actually come into the enrollment. Think about any time you buy something that’s important to you, you probably do a lot of homework or understanding of it before you actually go to buy it. I consider the enrollment experience, I’m ready to make a decision, I’m ready to buy, or I’m ready to act. You know, what do we do throughout the year to sprinkle to them, to give them confidence and an understanding of what you’re actually offering once they get to that picking part? This last one, I actually think, again, will add a little bit more workload to the HR experience, is asking employees what can you do or what can we do to make sure that maybe these three things actually occur. Getting feedback from them constantly on what it is that they want will help you really pick the type of communication they need, and more importantly, the type of understanding or educational materials your employees might be wanting. And and just a comment, we went over this in our q one webinar, and we will be providing an open enrollment roadmap, and we even have questions you can ask for the employee feedback so we can give you that resource. And our next poll, go ahead and launch it. How do you currently personalize open enrollment communications and guidance for different employee groups? We segment by employee demographics or life stage. We provide some targeted messaging, but it’s limited. Most employees receive the same experience, and we would like to personalize more but aren’t sure where to start or you’re just not sure. Okay, Jasper. It looks like fourteen percent provide some targeted messaging, but it’s limited. Seventy three percent employees receive the same experience, and six percent aren’t sure where to start. So, I’m not surprised by that answer, and I think it kind of reflects some of the surveys of what we’re finding that a lot of people aren’t kind of getting that personalized experience. And again, I’m going to reiterate because I understand that HR teams are being asked more and more and getting less and less. So I’m not trying to say, you know, it it’s easy to do these things, but I do think it’s easier with some of the technology tools that we actually have today surrounding communication. And so, you know, by being able to do a little bit, just starting somewhere, I think, is really important. And we’re gonna talk about some of the strategies, small things that you can do to be successful. I think the most important thing is to start and not to try to build something that you can’t manage. And after you start doing things, really measure if it’s successful because if it’s not, you should change. And I talk to employers all the time. They’re like, how are you sure it’s gonna be successful? And our answer is this. We don’t know. You have a different employee demographic, you have different people. So we have different strategies that we try, but a lot of that is measured by what success that we have, and then we start doing that more. So that’s the key is there is no magic answer out there. What is magic is making sure that we’re okay with measuring if we’re successful or not, and more importantly, stop doing what we’re not good at and then focus on the things that are being done well and do that a little bit more. So this is our third finding that I actually find very interesting. I’ve always been interested in what I call generational studies, going back to baby boomers and throughout, but finding that we have three distinctive kind of age gaps, but really it’s probably experience in the workforce of benefit challenges of what they’re having. I don’t think most people are probably surprised by younger employees being confused. Know, I think it was great when Congress allowed dependents to be allowed on their parents’ plans at age twenty six, but I think what it also did is delayed that understanding for younger employees of understanding benefits. Know, I remember I’m much older, so when I got my first job, you know, my dad was like, You’re off my stuff more than you had to be, but we kind of made decisions on my first job, where a lot of people now they’ve been working for three or four years, and then they get into this workforce of our, the ability to choose their benefits, and it’s not kind of part of that onboarding process, and I think a lot of them are confused. I think the interesting piece here is normally they look at their other peers who are in the same boat, and the problem is all their peers are confused too. So being able to communicate to younger employees, I think, is really important to kind of give them the basics so they can build their ability and benefit understanding throughout the years. I think the mid career employees is really interesting, having the highest regret. I think that’s really surrounded by these are people who have probably some sort of families, they’ve had multiple jobs. They don’t know what decision is best. So I think they’re always questioning, should I have done this with my kids, should I have not? You know, they have a lot of things going on. These people normally have homes, they have two car payments. Those kind of things are kind of the most, they’re just questioning kind of everything that they’re doing. And then there’s that population who’s fifty five plus who are not engaged at all maybe in benefits. And a lot of that’s probably they know, or they think they know what they need, and more importantly, as they get closer to retirement, maybe they’re just not engaged at all in their benefit decisions. So, across the age groups, we kind of picked out three or four things that was really interesting to us in these age groups. So, you know, between eighteen and thirty four, only sixteen percent of them fully understood their benefits. That’s, you know, one of the lowest numbers. That doesn’t surprise me. What does surprise me is, you know, only thirteen percent are using decision support. I would have thought that the younger generation either might have used Claw or chat GPT to try to do things, you know. So really it’s kind of surprising across age groups that’s a little bit different. In the mid age groups, like we talked about, almost half of the people regret their benefit decisions. So it’s amazing to me that, you know, you have so many who probably have been in the workforce long enough to understand benefits somewhat, even though they’re confused, that they are regretting their decisions. The one that stands out to me, though, is the one in three are missing some sort of work to some sort of benefit issues. That statement can mean a lot of things, but I try to attribute that number to the large number who were worried about getting care and stuff. I think this is really attributed to, did I pick the right benefits? Where should I go? Where do I get the best deal and benefits? It’s amazing when I talk to employees that in network is not the same. And what I mean by that is, we all know, if I were to get an MRI at hospital A and you got an MRI at hospital B and we’re all in the same network, those costs are not the same. That is not very transparent to employees. And so I think what happens is they get these benefit regret decisions because they’re like, Did I pay too much? I don’t know what to pay. And they’re kind of trying to figure things out. Me personally, I can tell you a few years ago, my son was in an accident and just trying to work out all the hospital bills and ambulance bills, and I kind of understand the insurance side, it took a lot of time. I had to take an afternoon off to be able to deal with all just the benefit and insurance questions that I had to deal with. So totally understand that number of why that’s so high. In the fifty five plus, I think it’s interesting where they say nothing has really improved their benefit experience. I actually think it’s an important part of life for the fifty five plus as they get into retirement of really understanding what their benefits are, and more importantly, they get closer to Medicare age eligibility, understanding how those two plans work together, especially if they were to continue to work or once they stopped working. This eight percent that are enrolled in long term care insurance was offered is an interesting one to me. This product is one, I think, that is becoming more valuable for those employees as they approach fifty five plus. There are several states who kind of required long term care coverage to be purchased for certain reasons, but this is an interesting one as I feel like more and more people are putting their parents into some sort of care facility, whether that’s nursing home care, home health care, or even getting coverage at home. Those costs definitely are not cheap. I continue to see those costs going up. So it’s interesting that only eight percent are really looking at coverage like that when that’s offered. So just kind of looking at the different generations of what we could maybe do, I think it’s kind of important to understand the generational challenges. So, you know, since younger people do not, or have a sense where they don’t understand the education, we think it’s really important to give them a lot of guidance. Again, I’m going to go back and call it the TikTok world. They are used to forty five second videos, a minute and fifteen second videos, snippets of information on a constant basis, I think would really be important to this generation for them to kind of understand their videos. And that mid career employees, they just really need to have to have some confidence in making informed decisions. Part of really good decision support tools is breaking down the financial analysis of what they’re paying in premium and what benefit they’re getting to ensure they feel more confident that they’re actually picking out the medical plan. And for those employees who are fifty five plus, having awareness there are benefits, maybe like long term care that are being offered, that maybe were not as important to them in their mid career. I think people start looking at that as they’re fifty and plus, So it could be really important to point out new things or benefit options that will make it more important for a fifty five plus employee that they didn’t think about when they were thirty or thirty five. And so I think the interesting part about this is the open enrollment experience can be really audience specific when you have the right tools and the right partners to work with, because it’s not a one size fit all model. We are all different in what we’re doing today, what we think is important, where we live, who we need to cover. So being able to try to utilize the tools that we have to get that more specific, think will get better engagement and allow them to make better choices for their families. So we’ll talk a little bit about how we do that, and we repeated this slide on purpose. And the reason we repeated the slide is because we really think those four steps are the most important thing to get that personalization. We don’t do this often, but we also want to hammer home, like I told you, little snippets of people repeating things. For us, it’s this understanding of how you communicate, making it personal, making sure they understand and asking them is a loop that you can do all the time. I know we’re talking about this in in in q three or the start of q three, but, you know, you could even start doing this in q one. It’s interesting. Most people can probably give you the best feedback when they have a claim. I used to tell people all the time, you know, even though we sign up for insurance, we really don’t have an understanding of what we’re doing until we actually utilize the insurance. And most of the time, we buy the policy with the hope of never using it. And so when we do need to use it, it is a little bit jarring, and and there’s a lot of complication of making sure I do the right things, and go to the right places to try to save the most money for me and my family. So how do you prepare for q three before we go into open enrollment season? So we’re in almost near the end of month seven, but, you know, we’re gonna kinda give you a small little road map of things that you can do here before we really ramp up. Really look at some of the technology tools that you have today, whether that’s in your enrollment platform, whether you have a BEN admin system specifically, or if you have an HCM, or whatever you’re utilizing, or even if you have a communication tool outside that you can maybe utilize. But look at what you can do and what information you can get to be able to send some targeted messages. It’s really important, I think, to figure out if you have any reporting or analytics out of this. Like I told you before, you need to be able to measure if you’re being successful or not, if you’re getting engagement with those messages, to know that it’s effective and if you should continue to do those communications. Review what decision support tools that you have. Is there something that you’re currently utilizing? Depending on who your partners are, ask them what tools that they have. Making sure that it actually works on a phone, I think, is really important. Basically, our phone is is everywhere. I think today, I could probably take away someone’s wallet, and they wouldn’t care as much if I took their phone away. You know? I don’t know anyone who shares a phone. And so this ability of making sure that they can get information on a device that they understand and utilize every day is is really important. Also making sure you can document, like, where they can get help after enrollment, I think, is important. So figure out, hey, after enrollment is over, actually, what were you going to do when those decisions are already made and they actually need some things? Making sure that you do have the right technology is really important to do a lot of the things that we talked about. Technology tools make them a lot easier. Like I said at the beginning of the webinar, you know, in the old days when I used paper to do a lot of things, it was very tedious to try to create personalized enrollment experiences, where I think today with technology and other things, you can have better accuracy and more importantly, give that personalized experience that the employees are looking for. Next month, really figure out what kind of communication strategy you want to do. For those who answered, I believe the number was almost seventy three percent aren’t doing something. I strongly encourage you to do something. If it’s one message, two messages that are a little bit different, try to figure out a methodology where you can have some success. And it really starts with what is our goals going to be? What what do we really want to do? How many messages can we send? How do we measure those? Making sure that the message you send out are really focused on those employees that need the proper communication. Work with your carrier partners. Work with your vendors. There’s a lot of carrier partners out there who actually have a lot of messaging that you can borrow and utilize so you don’t have to come up with it yourself. I actually have seen a lot of people use, you know, AI tools to help them come up with different messaging. So I think it’s really important. There’s a lot of tools out there to give you places to start. Secondly, make sure you try to make it simple. Benefits are not simple, but being, being able to send short snippets, whether that’s email, text messaging, different communication modules, have shorter webinars, shorter communication materials, one page materials, things that are bullet pointed, I think actually helps employees. You know, the days of sending a long email that takes eight minutes to read probably is not great for our employees in general. So trying to simplify it in a way that’s important to them and it helps them make sense is really good. I think the most important piece, is this multiple touch points. Even though we are talking about open enrollment today, one thing that I strongly encourage you to do if you can is how do you keep up communication, especially educational communication, throughout the year? Open enrollment is an important time of year for us. We are in this business for a reason, but most employees make benefits decisions when it’s important to them, and many times that’s not around open enrollment. It’s around the life events that happen to them throughout their year. They get married, they get divorced, they have a child, things like that. So understanding those touch points, and if you have a system in place where you actually know that that’s happening and being able to send them a message and a reminder to look at their benefits because they had those choices really improves that personalized experience. And I think more importantly, I think employees would really like it that they said, Hey, my employer cares about us, that they’re reaching out to me to ensure that we make the right benefit decisions because we had this life event. So having these educational events throughout the year, I think are really important. I think slowly but surely, if you touch them multiple times, it will slowly, hopefully, absorb in versus just giving them all the information at one time. In September, what you really want to do is, you know, how do we really get going here? You know, open enrollment season is about to start, and what are some best practices? So not only through messaging, you know, what kind of events can you have, whether that’s a virtual benefit fair or doing things in person. Lunch and learn sessions are are really important. You can have your carrier partners come in and do presentation. Your broker partners, HR people can do it. But just having open q and a sessions, I think, are really important, but also giving them multiple avenues of success. So if they don’t wanna do something in person, maybe you have you can get a video library from some of your partners to do things. Talked about this a little earlier, having some sort of cost calculator scenarios of, hey, if I get pregnant and I do this and I do this, kind of what does that cost? I think that will help the regret decision. As you know, what people are paying for their premiums and what employers are paying, we need to make sure that the employee is actually getting some sort of real understanding of what their coverage is for, and if they were to get sick, how to get that coverage appropriately in a manner where they feel like they are getting their best bang for their buck, and that’s about the support system there. Understanding decision support with if you need to change plans. The last ten years, we have seen a large focus towards high deductible plans, so making sure that they all understand what those benefit comparisons are for and why you’re going to do those things, I think, is really important. So making sure you have all the tools in place of if you have to change plans, why you’re changing plans, whether that’s carriers and or premium, and more importantly, benefits, you know, if they have to go away or certain things like that. And why it really matters, I think, is employees, for sure need to be able to feel like they’re making a good decision around their benefits, and the employer is the one who’s providing all that information to them. So by them having a better understanding of their benefits, I think what it does is allow them to feel more comfortable, not only at home, but also at work to be the most productive. So being able to message them in a personal way to get them to a point where they feel they’re making a confident decision, I think will reduce their regret in the future. So how do we kind of fix these things? I know we talked a lot about a lot of things here in the last thirty five minutes, but like I said, I try to do it in a way where you feel like if you can just take one or two or three things away, how do we start? So this slide is really focused around if you could only do one thing, what would it do? So this is some examples that we’ll tell you. Create a communication thirty to sixty days before open enrollment with some simple messaging. What’s coming? Give them some heads up. I know some of you are still at this point in the plan, deciding which plans you’re going to continue to have, what is the pricing, but you can talk about stuff that’s not necessarily specific to your plan. I’m always surprised by the number of employees who really don’t understand how a deductible works. So these are things not only that could be specific to your plan, I think it can be really around a generalization of how benefits work. So if you can do only one thing, just try to communicate a little bit before open enrollment and give them some tidbits of information. But once you get the specific plans in front of them, they can make some better decisions. Number two, if you want to do something, you know, try to keep it as simple as possible. In our industry, we use a lot of lingo. We use a lot of acronyms, I think, that a lot of people do, thinking that, you know, the everyday employee understands what we’re talking about. And I think sometimes we talk in a way where they don’t understand it. It can be complicated. You know, it’s not the simplest system to understand. I love this top three things to know. It’d be great to put three bullet points down, very simple things, know this, this, and this. Also within there, you don’t have to make it like you have all the answers for everything. You can send them to resources. So I’ve seen a lot of HR departments, they send them to a place to get some more information. So it’s not just you having that, but it’s pointing them in the right direction in order to make a better decision for themself. And that kinda goes into number three, how to help them make benefit decisions easier. I think this real life example is a really good thing. If you are a broker and or an employer and you have access to your claims, it’d be interesting to say, hey, these are our top three claims payouts the last few years. Give examples. If I were to have a baby, if you’re having to have a heart attack, and maybe one other, kind of gives them some guidance of what that looks like depending on the plan. Seeing real numbers, I think, will help people make better decisions, including that the premium that they’re paying. A lot of times, people make decisions based only on the outcome, but they don’t actually look at the premium that they’re paying. So I think those two numbers together are really important. Whether you you use the benefits or not, we all know they’re not gonna give you your money back. So ensuring that that premium and benefit payout that they do is combined, because that is the real total impact on the employee’s paycheck so they can understand if they do have any services that they need coming in the future, they know what that total impact would be for them. So in closing, we want to talk about, you know, what what should you do next. So some immediate things that you can think about. Really measure before you have any kind of messaging. Understand what your employees really want to talk about. Like I said, if you do one or two messages, make sure you get some feedback if those messages were worthwhile. And if they’re not, please don’t get discouraged. This is not an easy process, again, for anybody, including the employees, our HR team, our broker partners. I think the key is by getting started and measuring what messages are working, it’ll give you a better understanding because then if something is not working, you won’t do that again. I found some teams, they do things over and over and over, and they’ve been doing it for several years, and once they ask for feedback, they figured out what they were doing was not working, and they did three years of that. So it’s better to figure out sooner than later if it’s working or not. Build some sort of guidance and education into that total experience. I think that education piece is really, really important to them. Being able to understand benefits, have some sort of understanding of the language being utilized, and more importantly, how to use their benefits if they need to is important. And I think that goes on to thinking beyond enrollment. Enrollment is that time where they are selecting, but understanding how they actually use their benefits throughout the year is really important. And those are things that you can sprinkle in. Remind all of them that they can get a wellness checkup every year. Being able to ensure that an employee maybe catches something or their spouse catches something early is always better for them and the plan itself. So ensuring that they get constant care and use the care that they do have in a way that’s meaningful is important. Some people sometimes even forget that they have certain benefits, so just reminding them throughout the year is really important. Remember that number at the beginning where a lot of people are just confused about what benefits to use. I think this is the reason, because we don’t do a good job in general in our industry reminding our employees of the current benefits they have and things throughout the year besides open enrollment. So if you don’t take anything away from this, we want to give you some kind of key takeaways of the information that we provided. They really, it’s not they need more at one time, I think they just need more confidence, and I think that comes from being, giving them simple snippets of information throughout the year for the messaging to be clear. Like I did say, this could be more workload on some HR teams, so I’m not shying away for that, but I do think that we have better technology tools, better educational things, and more importantly, better ways to personalize the experience to actually make that easier for the employees for them to understand. So if you take away for anything, please take this away, that a personalized information for open enrollment will really make a huge difference in your employees’ experience, I think, with open enrollment, and more importantly, then it will drive confidence that they made the best decision so they’ll have less regret during the year. Just this is a quick thing about Solaris. As Robin told you, you know, we do have over twenty thousand employers on our system. One of the things that we really think is important, is making sure that we drive education first with our employees, and that’s why we have a really good robust mobile experience that people can look at on their phone. We have a Benefit Genius support tool that actually helps people make better decisions about their benefits based on their demographic information and only three questions. But I think the most important piece is we’re able to provide a personalized experience for each individual that really focuses on what’s best for them and their families. What I’ve come to find is when people feel like the employer is talking directly to them and more importantly, give tools to them and their families to sit down to make best benefit decisions across that, and more importantly, save money on their pocketbooks, it leads to a happier employee. Okay. This is our very last poll. Again, thank you for everyone’s participation. What additional support would be most valuable as you prepare for open enrollment? Would you like to schedule a BEN SELECT demo, review Celerix’s open enrollment roadmap, learn how to personalize the employee enrollment experience, explore decision support strategies, schedule a consultation, or we all set for now. Sorry, there’s a lot of choices. And I can leave that up and you can keep answering because we won’t go over these answers. I’ll have them and review what you need. As we move into our Q and A and exit slide. Please feel free to type into the Q and A box or the chat any questions you have about anything that Jasper went over. And you will be getting these resources in the email, but if you wanted to grab the QR code now, please do. Our next webinars in September on stop firefighting open enrollment a communication playbook for HR and again here’s our open enrollment guide which I will be providing as well. Yeah close out that poll, and we can take any questions. Jasper, I think you did such a good job at going over everything. I don’t know about that, but I appreciate that, Robin. I learned a lot. Anything you want to say before we wrap up, Jasper? I just want to thank everybody for joining us today. Please join our September seventeenth webinar. I can tell you the speaker is much more riveting than me and she will give you a lot of great information. So thank you everybody for your time and good luck as we get into the busiest season of our years. Thank you for joining us today. Thanks so much for your time. Bye bye. Alright.
