September 17, 2025

Here are four strategies to keep employees informed, empowered, and engaged all year long

For many employers, benefits communication peaks during open enrollment. Employees receive packets, attend sessions, and (hopefully) walk away with a clear understanding of their options. But once enrollment ends, communication often goes quiet until the next renewal.

The challenge? Benefits aren’t just a once-a-year decision. Employees make health care choices every day, deciding whether to go to urgent care or the ER, whether to refill a prescription, or whether to schedule a preventive visit. Without ongoing education, even the most thoughtfully designed benefits may go underutilized.

So how can employers extend benefits engagement beyond open enrollment season? Here are four strategies to keep employees informed, empowered, and engaged all year long.

1. Keep Benefits Education Simple and Ongoing

Benefits can be complex, and information overload is a real issue. Rather than saving everything for open enrollment, break down key topics into digestible pieces and share them throughout the year.

• Short monthly reminders about preventive care, like flu shots or screenings
• FAQs about when to use telehealth vs. urgent care
• Quick refreshers on how to access employee assistance programs (EAPs)

Small, regular touchpoints help employees retain and use information when they need it most.

2. Showcase Real-Life Examples

Employees connect with stories, not just bullet points. Share anonymized examples that illustrate how benefits work in real situations. For instance:

• A member who saved money by using telehealth instead of urgent care
• A family that benefitted from case management during a hospital discharge

Stories make the value of benefits tangible, while reminding employees of resources available to them.

3. Use Data to Tailor Communications

Claims data and utilization trends can reveal gaps in employee understanding. For example, if ER visits for non-emergent issues are high, employees may need more education about alternative care settings. If preventive care rates are low, communications can focus on reminders and incentives.

By aligning messaging with real-world data, employers ensure that communication is not just frequent, but relevant.

4. Leverage Multiple Channels

Not every employee learns the same way. Some prefer emails, others respond better to text reminders, videos, or live Q&A sessions. Consider mixing formats to maximize reach and impact.

• Host quarterly “benefits check-in” webinars
• Share short explainer videos on your intranet
• Provide wallet cards or mobile app reminders for quick reference

The more accessible the information, the more likely employees are to engage.

The Bottom Line

Open enrollment is just the beginning. By keeping benefits education simple, continuous, and relevant, employers can maximize the value of their investment and help employees make smarter, healthier choices year-round.

At Nova, we believe benefits should never feel like a once-a-year checkbox. With the right tools, communication, and support, employers can transform their benefits programs into a year-round source of value for both employees and the business. 

Check out this video for more tips for building a successful open enrollment and benefits engagement strategy.