BETTER THAN A
DIGITAL EDITION AND APP
Retain the beauty of print with all the functionality of the web.
Access the digital edition on SHRM.org and by searching for
“HR Magazine SHRM” on mobile apps through:
Keep the Focus on People
While technology is changing how employees learn about and
choose benefits, remember that open enrollment remains a peo-ple-oriented process. With that in mind, Cincinnati-based Paycor, an online payroll and HR services provider with multiple
offices nationwide, is enlisting the help of key “influencers” in
its 1,400-member workforce—that is, certain individuals who
hold a lot of sway over their peers. These workers may not be
the best performers in the company, but they tend to be the most
connected, based on interdepartmental network data. “These
are people other employees go to for advice, with work-related
questions, and for friendly or pick-me-up conversations,” says
Bekki O’Brien, benefits analyst with Paycor.
To improve engagement in offices with low benefits utilization, O’Brien is attempting to identify the influencers and tap
them to find out why workers are not more engaged. “We would
then target communication to that office with the influencer in
mind,” she says. She also plans to follow up to find out how these
key individuals feel about the process and to determine what
other employees are saying about it.
Identify Your Workers’ Needs
Review the results of previous years’ open enrollment efforts to
make sure the process and the perks remain relevant and useful
to workers. How effective were various approaches and communication channels, and did people give any feedback about the
process itself? Marcia suggests these additional questions: Where
Identify “influencers” throughout the
Check with them regarding open
Follow up to get feedback about the process.