Okay, again, good morning everyone or good afternoon. Thank you for joining today’s webinar on Stop Firefighting A Communication Playbook. Before we get started, I want to give a warm welcome to anyone that’s been is here for the first time. We’re glad you’re here and we hope this is your first of many webinars with us here at Celeryx. I’m Robin Carlini. I’ll be your webinar moderator today. I’m excited to introduce Paula Kathvik, Vice President of Channel Support at Solaris. But before I turn it off over to Paula, I’m going to go through a little bit of housekeeping. This webinar is being recorded and the recording will be emailed to all attendees and registrants tomorrow. And also in your Zoom webinar menu, you have a Q and A feature and a chat feature. You can ask, type in questions and we’ll answer them throughout the webinar. And also upon exiting the survey, have a, upon exiting the webinar, we have a survey, if you don’t mind filling that out. And we will also ask poll questions throughout the webinar to get your answers. And now, I’d like to introduce Paula. Paula, can you tell us a little bit about yourself? Paula Sure. I’m Paula Kopavik. I’m VP of Partners Services, and I’ve spent over eleven years here at Solaric Systems and forty years in the insurance industry. Yes. I’m old. And if there’s one thing I’ve learned about open enrollment, it doesn’t have to be a fire drill. And I’m passionate about helping HR and basically all benefit teams to to move through that reactive firefighting to to a proactive enrollment session. And my goal today is simply to help you walk away with some practical ways to really take care of your open enrollment process so that you spend some time putting so you’re not spending time putting out fires, and you’re really spending more time supporting your employees. So happy to be here. Great. And a little bit about Solaris. We are twofold. We’re benefits administration as well as ACA compliance. So, are just our little stats if you’d like to see. But again, welcome to everyone here. Yeah, and I’d just say, Robin, that whatever you’re dealing with this open enrollment season, you’re not the first. And as you can see on that prior slide that we built some tools around exactly a lot of these problems. Thank you. Yes, we have a lot of employer groups, a lot of carriers, and for ACA compliance, one in four ALEs in America use us. So, welcome. Okay. Alright. So what what what are you gonna walk away with? There’s four practical kind of takeaways from this slide is you’re gonna get a messaging timeline to plan communications from day one to your deadline day. And then we’re gonna have ways, I’m gonna help you with ways to build confident decision making so that the employees, they can choose without endless back and forth coming back and forth to the HR. And then there’s the enrollment visibility, knowing who’s behind before it becomes a problem. So you know which employees haven’t completed enrollment. And then maybe some fixes for common breakdowns before they land on your desk. Basically, no fluff session. You should be able to use at least one of these ideas tomorrow. So the twenty twenty six OE roadmap, you know, OE isn’t a one week event. It’s a year round cycle with kind of four phases. We’ve had webinars, I think, Robin, all year. And right now, we’re in that that today, we’re we’re deep in the q three, q four territory. But keep this roadmap in mind because the work you do now kind of sets up really for Q1. And we will be giving you all these resources after the webinar. We have an OE roadmap that I’ll be sending you. Okay. And now we’re gonna start with a poll. Let me go ahead and get that launched. And while these results come in, just note that this list here mirrors almost exactly what we hear from our HR teams every year. I hear this every day almost. So, if you all pick F, all of the above, you’re probably in pretty good company. Yes. Yes. Okay. Everyone’s answering. What’s your biggest open enrollment challenge right now? Okay, Paula, you are almost dead on. 45% getting employees to actually read messages. We hear that a lot. 10 compliance timing and 48% all of the above. Not too surprising. Not too surprising. That’s what I say. I think I hear every one of these on a daily basis. So why does OE turns into firefighting? Well, before we get into some fixes, let’s talk about why this keeps happening in the first place. So the real cost of disconnected communications, It’s the 2026 Salerix employee benefit survey findings. They basically show only 46% of employees feel confident managing their benefits on their own. What we see is usually younger employees and most likely they’re the ones that are gonna be confused. It makes sense, right, about their benefits and they’re the ones that need some additional guidance during enrollment. Only twenty three percent actually understand their benefit options well. And then thirty nine percent of employees delayed or they skipped care this year because they weren’t sure even what their plans would cover. And, you know, we typically see that in employees, older employees really, they kind of show a lower engagement and they really underutilized their key voluntary benefits available to them. Speaking from an old person, yes, I tend to forget that those wellness benefits that come along with the coverages that I have and sometimes forget to utilize them and we have to remind them. So this isn’t just an engagement problem. It’s real financial health consequences for employees and it shows up as extra work for HR teams having to answer questions. What does it cost HR every season? Well, repetitive questions become that your second job, right? I know everybody knows that. Unclear communications mean that you’re having to explain those same things one employee at a time. Late corrections, they eat the calendar like you can have wrong plans, missed deadline fixes, they pile up when you have the least amount of slack time and you’re having to do those at the end of enrollment. And then we also is the cost really here is the least informed employees tend to be the ones that ask the most and that sometimes is part time workers, new hires. They’re usually the least informal, like ACA COBRA, and most likely the ones that are gonna hit your desk and call you. Does this sound familiar to anybody? Yeah. So before OE, so how do we do we get ahead of this? It starts like weeks before that enrollment window even opens up. So Okay. We have another poll. So, keep your answer in mind because the next few slides, they’re kind of built to move that number. How confident are you that your employees actually understand their benefit options? Somewhat, not very, or not at all? Robin, it’s probably somewhat, right? Yeah, I’m surprised. 70% somewhat. That’s a high number. 33% not very. And luckily, no one answered not at all. Okay, that’s good. All right. So let’s just say start the clock six to eight weeks early. I’ll say that again. Start the clock six to eight weeks early. You need to treat your open enrollment as the start date as the finish line, not the starting gun. So you don’t You wanna start your messaging and communication six to eight weeks out. There’s four kind of practical moves here. We’re gonna start communicating six weeks early so that employees, they can arrive to their enrollment informed and they’re not gonna be encountering options for the first time just by seeing it when they log in. You’ve actually communicated information. Answer some predictable questions before they’re asked. What’s changing? What’s gonna stay the same? What to expect from the timeline? You know, all that’s in week one. We’re not gonna do that at open enrollment. We’re gonna, you know, do this ahead of time. So you’re letting them know what’s coming coming down and not just when they actually get to the enrollment. You wanna make sure you use a channel that employees actually check. Email typically is the workhorse, but you need to pair that with like internet manners, text messaging. The Solaris engaged communication tool allows you to do multiple channels. And also just any other kind of manager, you know, talking points that you can give, but different channels is key there. And the big one is personalize your message. So personalized messages see a 51% action rate versus just generic blast that get ignored. So when we we’ll talk more about that personalization, but instead of always just blasting out to everybody the same generic messages, start pinpointing, and that’s really where people start paying attention to personalize. So actually, I will just say here that, like, 81% of employees say they’d welcome benefit information even outside of the open enrollment window. So starting early isn’t overkill. It’s really what people want. That’s a big number. Alright. Early versus later. So what to say when it’s simple. Rule for HR teams building like your own calendar. Communicate early. Again, like I said, what’s changing in your plan designs or for the cost for the coming year? Let them know that early. Plan by plan cost breakdowns tied to like maybe this year’s rates, like what’s gonna go up, what’s gonna change, where to find those plan comparison tools or where they can get resources. Communicate closer to the launch, so closer to your OE. You wanna make sure that there are specific action steps and how to log in. But that’s kind of that’s not the early. That’s a little bit later. You’re getting right towards your launch, and you wanna make sure that the full enrollment timeline and the key dates that you give them those, and then like deadline countdowns, urgency messaging, and then who to contact with questions before that rush gets started. The big picture awareness first, that’s action specific details later. That sequencing is what really keeps the kickoff message from kinda overwhelming people. They’re preparing for it. They’re getting ready for it. So the OE timeline. Well, let’s walk through what is act what this actually looks like kinda message by message from day one to kinda close. And, Paolo, we’re getting questions if this deck will be available. If anyone just types in the chat that they want it, it’s available upon request. Okay. Yeah. Five Five phases from day one’s really deadline. You have here, you have the pre enrollment phase one. That’s where you’re gonna educate and prepare them. That’s the things we just talked about. Prepare them, educate them on what this is gonna change. A kickoff, that’s kind of where you’re gonna launch the window for them. What is their enrollment window? Mid enrollment, we’re gonna talk about how you can track and nudge those employees who maybe haven’t completed. The final days, that’s where you’re gonna start kind of creating some urgency for those who have not completed or maybe begun and didn’t finalize. And then after the close, you’re gonna actually confirm what they actually did and connect all of their things. So, the goal is that the employees never have to really ask, what do I do next? And the timeline has kind of already told them, here’s what’s happening. So pre enrollment, like kickoff messaging that sets that tone, well, the pre enrollment messaging should cover, again, plan changes, cost changes, what’s new this year, the full enrollment timeline and those key dates just in plain simple language. And then this is really where decision support tools kind of live in this pre enrollment. It’s the information that they’re gonna need to know about the plans. The kickoff message kind of must include like that enrollment window when it opens, when it closes, and then you give them that step by step link. How do they get to that enrollment platform? Where do they go to enroll? And then you also want to let them know, give them a direct link to a support line that can be on the call center. Again, Salerix has that and we offer that and we see that where even if they maybe have navigation problems or information, a direct link for just how do I get help when I have problems. So, just want to tell employees exactly what they need to do really. I think on the next slide, yeah, we have an example of an incomplete enrollment reminder. This is something where the situation is basically you got active benefit eligible employees who maybe started the enrollment and they thought maybe they finished but they really haven’t. They didn’t sign that final confirmation or they didn’t, then maybe they were gonna go talk to their spouse and they need to be nudged again. They need to be managed throughout the OE so that you don’t have to worry about this post enrollment that they didn’t finish something and they thought that they did. This is a good sample message of what you can send them. And you’re gonna pinpoint this really to those that are only in that incomplete enrollment status, not to everybody that is already completed. So, this is more about, It’s gonna be just a notice that’s short specific and has some clear action. And that’s the model for every, like reminder too, is just make them very short, very specific, but pinpointed. So, enrollment, this is where you really want to track. You wanna segment those people, what we just talked about, like who’s already completed, who’s maybe incomplete, maybe who those who remind those that haven’t started. So, what you kind of want to start tracking here weekly are the percent of those employees that have started, those that have completed, and maybe there are certain locations that are lagging behind. And you want to mess it. Your messages need to be by that status, that segmentation piece. So, those that are not started, you kind of want to do a short direct nudge with like restating the deadline, you know, kind of prompt them. This is your nudging. The started people, the ones that haven’t finished, we just went through that as that reminder of exactly what’s left. Like they’re almost done framing. Like, hey, you started something but you’ve not completed. And then those that are completed, their messaging needs to be thank you, you know, not just another reminder that, oh, enrollment’s still going on, but thank them for actually completing their enrollment. So again, this is all about messaging and sending some completed employees more reminders. It’s not just noise that kind of erodes their trust in future messaging. Because remember we talked about make it personalized and this is one of the ways to really prove that you know what they’re doing in their enrollment and looking at reports. So, final days of your enrollment window, this is where it’s urgency, but without, you wanna create urgency without panic. So, as that deadline nears, you wanna increase frequency, you know, shorter messages, but sent more often. So, even if they’re daily and you’re just, but again, you’re pinpointing those people who have it, but you wanna lead with that date, and then what happens with the consequence if they miss it? So, if your employees, if you intend for them to lose or not carry forward their benefits and it’s and you’ve said that you have to have an active enrollment then that’s where you want to leave with what happens date. If they do not complete it by this date then they’re covered. Know a lot of times we see that with Robin like with FSA plans things. People that they have it and they don’t actively do something and they think they’re going to keep a they need to make an active election and if they miss those dates. So, offer them one more real time to get help if they need help. Maybe they didn’t understand something and then you guide them. Maybe that’s that really short message but you don’t want to panic them but you also want to create that urgency. So, those shorter messages sent more often. And then once the enrollment closes, you wanna confirm what they’ve done in enrollment, what was submitted, and then remind them when those changes take place. It’s for their new plan year. When is that going to actually take place? And then you can either also during this time explain what happens next. Are they gonna get ID cards? Remind them that they have maybe portal access, how they can go back and look at what they’ve enrolled in. You can also remind them of maybe when that first deduction is going to come out of their paychecks. So, you tell employees really how to support what they need to do next. And urgency isn’t the same as panic. It’s really clarity delivered more often. Okay. Yeah. Yeah. Getting people to the portal is kinda like half the battle. So this is helping people choose with confidence. The other half is kind of helping them make a decision they don’t want to regret. Okay. In the next session, we have our next poll. Let me go ahead and launch that. What are you using today to manage enrollment? Manual paper? Paula said she’ll be surprised if anyone answers that. I said I’d be shocked, I don’t know that I’d totally be shocked, but yes, I would be shocked today in today’s world if somebody does say paper, but maybe you do. Maybe you do. Do you use a Maybe carrier you’re a Solaris Ben Select customer or you use another vendor or you’re not sure? We have answers all over the board. Okay, Paula, 4%, manual paper. Uh-oh, man, we need to talk to them, Robin. So, need put the name inside chat. You must be one organized person, right? 17% carrier portal, 17% Solaris Pen Select. Thank you for being here. 63% use another vendor, and one person answered they’re not sure. Okay. Well Well, if you’re not sure, try to find out what you’re doing because that’s important. Yeah. Absolutely. Okay. So, like where do the employees get stuck? Well, again, from our 2026 Celerix employee benefit survey, we found that only 27% of employees understand their benefits perfectly. 54% say that they only mostly understand them. And only 16% currently use available decision support tools. Again, I’ll mention that Solaris has a wonderful benefits genius tool. It offers videos and again, does some very good explaining plans and information that can be answered in the platform. Seven in 10 employees spend less than an hour total reviewing information enrolled and that’s shocking because we only do this once a year. I probably am guilty of this somewhat because deciding under time pressure, again, this goes back to why you want to start your communications very early. So, people are making a decision that affects their health and their finances for a full year in under an hour without the tools that And would help that’s probably not something you want to continue to do. I think we have like some the next slide. You know, top questions. Here’s like five questions that HR should answer proactively before you’re ever asked. So, this is where we started talking about what’s the difference between these plans. And remember I said start out early. This is also one of the things we talked about year round. Your plannings and information can be done within campaigns throughout the year letting people know and you can pinpoint those items with people who actually have these plans and maybe give them more information. Mentioned earlier about not always remembering that, you know, maybe my accident plan also comes with a wellness benefit, but just with reminders. So, if you know these five are coming, like these questions are gonna come every single year. So, build the answers into your kickoff message instead of waiting for them to come later. This is part of that early planning and you build that in before you get to open enrollment. So, wanna make some complex information simple, right? Basically, you wanna personalize examples again to common employee situations like employees with, I keep pointing this one out, but employees like maybe with a critical illness plan, often forget to use that wellness wellness benefit, but reminding them about the highlights and the value of the benefits that they already have. Again, this is that pinpointing messaging that we can actually do and help to communicate to active employees currently enrolled in a particular plan throughout the year, but with open enrollment comes up, just reminding people of certain benefits comes along with these plans. And so, what the results that come from that is seventy three percent of employees want a more personalized open enrollment experience, and then that payoff is real. So, you’re pinpointing to those that may need that extra education. 76% were very satisfied when their open enrollment felt personalized versus only 20% when they didn’t. So, really, it’s just try to make that complex information boil it down to simple messaging. And kind of here, I I would just say personalization. It’s not like a nice to have. It’s the single biggest lever on satisfaction. So yeah, I agree. Reducing that back and forth with HR, there’s kind of three shifts here. So make self-service the easy option. It can come with a, like a frequently asked question, or again, I mentioned the short how to videos. We can do that. And then your decision support tool should be able to, in that self enrollment, answer most questions before you have to do that. So, if you haven’t thought about using a decision support tool, again, please let us know. A good example is the Benefit Genius is a great tool that allows for some answers that help them through that self enrollment that takes that weight off of the HR having to answer them. When I answer proactively, not reactively. You get the same questions every year, put those answers in your kickoff message instead of waiting for them. So if you already know I’m going to have people ask questions, start that when we said six to eight weeks, start those messages early and let them know that the answers to the questions that you already know are probably gonna come down. So make every message kinda, there’s a thing here, educate plus prompt plus reinforce. That means every message should silently kind of answer those three questions. But is this for me? What should I do right now? Will I be okay if I follow these steps, basically? So, that’s the educate prompt, reinforce. Yeah. Was there any other questions, Robin, before I move on? No, I’m monitoring. Okay. Thank you. So, know who’s behind before it’s a problem. So, this is kind of visibility piece that ties this whole timeline really together, right? I mentioned that you have warning signs that HR should watch for. So, I like, again, a large not started segment. So, if you’re getting this reporting that tells you the enrollment status, who’s not started, what segments are not started before that deadline. So, maybe there’s no login activity within the first week of that window, or maybe you’re getting the same spike in the same question from multiple employees. Maybe we have a clear, like a sign that the message wasn’t really clear. Maybe that’s what needs to be, the communication needs to start. So, the enrollment started but maybe stalled for seven day or several days, maybe mid window. They think they have more time or a department or location maybe not tracking well, it’s below average. Also, there’s lower open click rates on reminder emails. And that’s something, again, like our Engage tool will actually, you know, who opened it up. Robin’s kind of pointing to our Engage tool there. But it will actually give you a click through rate and kind of show you exactly who’s open, who’s seen messages, who’s read them, who’s not read them. So, again, these are just kind of warning signs knowing who’s behind. But there are ways for you to really watch that and not have to wait till the very end. So, let’s kind of get concrete here. We got, I think, four fires that we see most often and we’re gonna talk about how we can put out each one before it starts, so, and how to prevent them. So, repetitive questions, flooding HR, right? So, the answer really exists, but somehow it got buried or it’s scattered. So, we want to like create maybe a quick frequently asked questions. Or we also have things like benefit assist within our program that helps answer questions, but it’s updated in real time as questions repeat. So, again, messaging as they’re coming up and be able to answer those pretty fast so that you’re starting to see that they’re piling up. So, wanna be able to do like a quick messaging that says, let me get these answers out there so everybody sees them. The wave of missed deadlines, maybe reminders went to everyone the same way. Remember we talked about that, don’t send the same kind of messaging maybe to the same people. If it’s not, if it’s so maybe those those people who are lagging behind they didn’t feel that urgency. So segment by their enrollment status and escalate urgency only for those people who are actually behind. And then people will not feel like that messaging is just blanketed to everybody. So if you’ve already completed your enrollment on day one and you were positive, then you get those messages that say thank you for completing it. And we can do those throughout the enrollment session as well. Like, thank you again for completing early. And then maybe remind them that the dates there, if they had to make some changes. The kickoff email that sometimes gets ignored. It may be generic one size fits all messaging that really didn’t feel relevant. But again, personalize it by their life stage or their role and you repeat that message like across more channels. That’s kind of the thing. Maybe they don’t read their emails. You’re trying to kind of hit them at least with three different channels. And then you always have that post enrollment regret. Well, post enrollment decisions made in under an hour with little use of any kind of decision support tools or something like that that they regret that they didn’t really understand why they did that. Well, Again, I say the decision support tool directly in the enrollment flow that leads with some real cost comparisons. That’s what really can help that regret later on so they can actually see why they’re choosing a benefit. Okay, Paula, we have a question. How long should you leave the open enrollment platform open for staff to enroll before closing it? Everyone’s different. It usually bases on size and assuming that you mean like if there’s once you once you state your deadline, obviously that deadline should be there. That’s the date that you’ve been communicating. We do have people who can do what we call like a cleanup at the end where you have your administrators that if they need to, that can stay open. But I would say most of what we see are usually one week, no more than two weeks of enrollment. That’s an extremely large population. So, usually it’s a one week window is what we kind of see. And then the smaller populations, they can get into a smaller window. So, if you’re already in the middle of enrollment, then what do you need to do? Well, the quick win for tomorrow is let’s pull that report that we just talked about today and let’s send some really short status update to anyone who hasn’t logged in. So, don’t wait for the, like, there’s a, you got another reminder that’s supposed to come out at a later date, don’t wait. Resend it now, but just a very quick and you want to look at the people who have not completed enrollment. Those are the ones that you want to actually, who haven’t logged in and you wanna get them a quick, that’s a quick win for tomorrow. If you wanna send out those frequently asked questions, maybe you’re right now, you’re in the middle of enrollment and maybe you wanna give them a link even from this, like this reminder that you’re going to say with these repeat questions, how do they go find the answers to your frequently asked questions? So maybe put a link in there and say, hey, I’m getting the, you know, these these are these frequently asked questions. So, but you kinda get that out really quick here in the middle of enrollment. You can add one sentence explaining why this matters and that context builds confidence and it cuts down on is this for me kinda hesitation. So, just kind of like why am I just add one simple sentence that explains why they need to get their enrollment done. And again, if they were losing a benefit, like if you’re making a change, remind them that, you know, hey, our medical insurance changed this year. You need to look at your So adding just a simple sentence to tell them why it is extremely important. So after the open enrollment, how do we make next year easier as soon as the enrollment closes? These are really three habits that that you need to build immediately after close. So you wanna document while it’s fresh on your mind. You wanna log in all those recurring questions that you got, like if there was any kind of points of confusion, process breakdown, that’s you just, you don’t want to wait till like next spring or next summer. Just say, oh, now I got to go back and remember. Just document and write them down. What were these questions? And this is where you can start building your next year campaign. How am I not gonna do this? You wanted to like, and I know everybody’s exhausted after that, but just log them more than anything. Just write down what were these questions that I got this year so that we can then again, when we start that early ahead of the open enrollment, we’re gonna go ahead and try to answer all those questions, right? Ahead of time. You definitely want to send out a post enrollment survey within the first, I would say it says two weeks here. I would do it as soon as you can. As soon as your enrollment is done because that’s when people it’s You wanna ask them what felt clear? What did What employees wish they had known earlier, but you wanna ask them that fast. You wanna kind of make sure because I forget if it’s too late. So, the sooner you can send out that post enrollment survey, the better. And even if you can do it at the end of their enrollment as they completed it, we have that ability too. As they’re completing their enrollment, you can also do a survey to ask them as they’re doing that. That’s something that the Engage tool can also do as an employee gets into a completed enrollment status. It can also send them a survey to complete about their experience. That’s the perfect time to do it. It is absolutely. And you basically, you wanna plan again. I’m gonna say this, a plan a year round touch point, a post enrollment check-in, three to five days confirm submissions and payoffs. But communication again should be real, a year round strategy, not just once a year. So, again, if you sit down thinking about what you’re going to communicate, I know here at Solaris, we do this. We have, you know, every month there is like a wellness, you know, maybe it’s the month of, you know, the month of February is cancer awareness and it reminds us of the benefit plans that we offer throughout the year. It just, it’s different campaigns that help people understand their benefits, not waiting until they were going to be open enrollment, but just even understand their benefits as they go along. Okay. And our final poll question before we start wrapping it up. Go ahead and get that launched. What’s your next step after today’s session? Are you going to review your enrollment processes internally? You’re going to look into tools and solutions to improve accuracy. You’re going to discuss internally with your team. No immediate next steps, or maybe you’re interested in more information about all of our tools. And I won’t go over those answers, but while you’re answering, Paula can go through the three things to remember. Yeah, so the things that kind of the final takeaways, if you would, is like communication. That’s the product. So, remember that employees are gonna judge your open enrollment by how supported they felt, not by the deadlines that you put in there. They’re really going to judge all their enrollment by how you supported them. Visibility. I think I kind of beat this one too. Visibility beats reminders. Knowing who’s behind lets you send fewer, better targeted messages. Again, reminder to look at doing the targeted because if I know I’m just one of many of the same messaging and I’ve already done all these things, but when it starts getting targeted and I know, oh, I’m the one, you know, that hasn’t completed or something, then that visibility really kind of beats the reminder. Next year, I said starts now. So, the gaps you hit this open enrollment, that’s your next year’s agenda for building that year round cadence. So, what I’m getting from this, Paula, that you have reiterated, personalization really is key here for open enrollment. 100%. And when we say personalization, we really are talking about the targeting of specific segmentation of like the status. You can use enrollment status. We use that a lot in this. That’s a lot about the open enrollment is who’s completed, who’s not begun and who’s maybe started, but they thought they had completed and they hadn’t. So, is about Solaric Services because I’ll give you a quick overview. Have here at Solaris, it’s an overview of our Diversified Services Department and how it kind of extends beyond just our benefit administration. We have ACA services. That’s the eligibility tracking, the ten ninety five C filing and support. We also do COBRA, HSA, FSA services. That’s the COBRA administration plus your HSA and FSA management. We have engaged services, multi channel emails, our communication channel. It sends text messages. It push communications and not just for your open enrollment. This is all about, again, your year round, I’m using their term campaign, but that just means your strategy of what information do you wanna tell your employees all year long. And the focus across all of these same services is the same thing we talked about today. It’s innovation, operational excellence, and really customer centric solutions that reduce the burden on HR. So how do you use a tool to take that burden off of you? Yes. And the advantage of this also is everything’s on one platform and it all speaks to each other. Correct? That is correct. Everything sits on top of each other. So, your main core population in the benefit administration system in those benefits, Again, we talk about targeting those who have specific benefits, but all of these services all mesh within there. So, they all come out. They know exactly who’s who and they intertwine within our system. Okay, now we’ll take your questions. We have some resources here that you can grab, but I’ll also be sending this in the follow-up as well. Okay. Yeah. Thank you very much. Thank you for your participation in the polls. We love that. Yeah. Okay, Paula, we have one. We’re already mid enrollment and behind on messaging. Is it too late to fix anything at this point of the year? No. Absolutely not. We talked about, like I said, tomorrow, go pull that report and target that reminder to the people who actually haven’t completed their enrollment or incomplete. Either one you want to go do that. You can quickly, you can go publish or maybe update some plain language FAQ and remind them of that. And there’s no no reason why you can’t say I’ve been getting this message. Let me go put something out. And then you can maybe just remember, add one sentence of why it matters to them to your next scheduled message. So even if it’s midstream, you can start building confidence in your program so you’re not too late if you’re already in the middle of that enrollment. That’s good news. What should we do differently for part time employees or newer hires? Yeah. Well, I tell you what. Treating yeah. So it’s it’s kinda like that’s a big difference. Well, so definitely they’re typically the least informed on like ACA COBRA basics maybe. So we don’t assume that they have a baseline knowledge, the part times, or even the newer hires about what’s going on. So you just kinda wanna build a short plain language explainer that’s specifically for that particular group in your communications. And maybe again, based on the questions that you can take your new hires and maybe remind them of something that’s just a very short quick, but you’re letting them, you’re providing them, maybe either point them to the frequently asked questions. And then if, you know, again, hopefully you all have some kind of decision support tool, but if not, then that probably will help them, but they’re less likely to have been through like open enrollment before. So, those decision support tools really help for the ones that have the biggest gap. And also, the targeted messaging there. I have a good example. We have a new hire that’s younger and was asking me, should I take an HSA? And I’m like, absolutely, you need that. Especially when we like match it 100%. There you go. Yes, yes. It’s good to work here. Okay, and the last question, but please submit them. We have a few more minutes to take any more. But how do we get employees to actually use decision support tools instead of guessing? Yeah. Well, we do our decision. I know how ours works, and it does try to make that very pinpointed to the plans that they’re looking at. It does allow them to, you know, move past it if they don’t want to. So, for those that are irritated, but for those that really do, where we talked about the gaps, we have really quick short videos and things that can help them make those decisions, but it also gives them a quick recommendation based on their answers to questions. So, tool themselves really does create and I go back to people want the information, that’s what they want. So I just think that you have to show that you can put those together very nicely with helping them make some decisions, pinpointing where, like, if they have family, if they don’t have family, then those tools tend to know that. They know what they’ve added. So, it works out really good. I mean, I does it do, like, if you decline something? Like, are you sure you don’t want this? Yeah. Some of them can also do the remind them if, like, oh, you chose something, and then now, like, oh, just reminding them that there may be another plan that they didn’t choose and just asking them again if it’s for sure. So, they know that they pick one plan and it knows what they have. So, those decisions support just kind of maybe gives them a little nudge to help say, you know, I also see that you selected this. You maybe select something else? Great. Okay. Well, thank you everyone for joining us today. We hope you’re all set for this open enrollment season now. And thank you, Paula, for a wonderful presentation. Yeah. Thank you. And please, if you have any questions, I know she’s got the QR codes there one more time, but please don’t hesitate to ask us. And one question came in this late, but Heather, we’re gonna email you that answer. Thank you so much. Thank you.
