Here are seven tips to help HR leaders, employers, and administrators increase participation, whether your team is remote, in-office, or hybrid.

1. Leverage AI for Personalization and Engagement

Humans aren’t the only ones evolving. AI-powered tools are stepping into the benefits game and can automate fielding questions, forecast enrollment behavior, and deliver personalized nudges and plan recommendations. This offers HR teams with breakthrough information combined with targeted support.

Further, generative AI can help shape communications strategy. Employers can craft tailored messages, brainstorm themes, and enable embedded AI assistants in intranets, Slack, or benefits portals to answer employees’ questions conversationally and in real time. These tools are becoming a critical part of human resources innovation.

Why this works

Employees get highly relevant support in their preferred channels. Plus, when employees use AI tools, question rates for “what are…” and “how do I…” inquiries can soar dramatically. One provider saw nine times more questions asked when an anonymous AI system was enabled.

2. Kick Off OE Early with Multi-Channel Communications

Don’t wait until the last minute to launch open enrollment communications. A virtual kickoff webinar or on-demand presentation primes everyone to begin thinking about their employee benefits well before the deadline. ​

Follow up with a multi-channel campaign, such as emails, Slack posts, intranet banners, digital signage, and mobile apps, with reminders, helpful graphics, and FAQs. HR teams have the ability to tailor messages based on channel and audience, assisting employees with video, text, or peer‑to‑peer encouragement.

Why it works

Consistent messaging through multiple touchpoints makes it harder for enrollment to slip through the cracks.

3. Make it Fun with Gamification or Incentives

Enrollment doesn’t have to feel like a chore. Try gamified ideas like a raffle for anyone enrolled by a certain date or “benefits bingo.” Encourage employees to complete tasks like watching a plan explainer video or chatting with HR to earn entries or prizes.

Why it works

A little gamification turns open enrollment from a paperwork slog into an engaging activity. It’s the reward (and sometimes free coffee or gift card) that keeps the game, and enrollment, rolling.

4. Engage Remote and Hybrid Workers Thoughtfully

Engagement strategies must flex to fit dispersed workforces. You can streamline onboarding for employee benefits enrollment with a walk-through interactive module or benefits website that is intuitive, accessible, and available anytime.

Invite remote or hybrid employees to virtual enrollment fairs or Q&A sessions with benefits vendors hosted via video. Since 28% of hybrid workers struggle with feelings of disconnectedness, this adds a human touch to the digital human resources experience.

Why it works

In hybrid work setups, human connection is the glue. Bringing employees together, even for a few hours virtually, makes benefits feel personal and less like click-through forms.

5. Tailor to a Multigenerational Workforce

OE 2025 means engaging Boomers, Gen X, Millennials, and Gen Z. Learn and adapt to each groups’ interaction and messaging preferences. Younger employees may respond to quick video snippets, social‑style intranet posts, or chat‑based support. More seasoned employees may value detailed webinars, printables, or one-on-one guidance.

Use AI analytics to segment by age, tenure, or plan type. Then, deliver customized messaging. For example, focus on retirement benefits outreach for older employees, and work-life perks or pet‑friendly perks for younger ones.

Why it works

One size doesn’t fit all. What works for one employee might be too hands-off and impersonal for another. Therefore, personalization ensures everyone feels supported.

6. Spotlight Popular, Low-Cost Voluntary Benefits Like Pet Insurance

With the cost of core benefits like health and dental on the rise, voluntary benefits have been gaining traction as key drivers of employee satisfaction and engagement. According to a recent Gallagher study, about 67% of employers say voluntary benefits play a key role in a well-rounded financial wellness strategy. These offerings help fill gaps left by core benefits, giving employees extra protection against unexpected expenses and emergencies.

Pet insurance is a perfect example. No longer just a cute add-on, it’s a trending voluntary benefit that resonates especially well with younger workers and multigenerational households. Offering pet insurance shows you understand your employees’ priorities, including caring for their furry family members.

It’s low‑cost for the employee, is no cost to offer and requires minimal admin, and stands out as a thoughtful perk. In fact, companies like Google, Adobe, and Hilton already offer pet-related benefits, with significant impact on retention and satisfaction.

Why it works

Highlighting pet perks taps into strong emotional bonds employees have with their pets, so it’s both a morale win and a recruitment differentiator.

7. Set Clear Goals and Track Engagement Metrics

Don’t just drift through OE 2025. Set measurable goals such as increasing overall participation, boosting voluntary benefit take-up (like pet insurance), or reducing plan decision confusion.

Use dashboards to track enrollment progress, email opens and click rates, AI‑tool usage, and participation in virtual events. Adjust your strategy midstream if metrics show low engagement from certain demographics or channels, and course-correct in real time.

Why it works

Metrics tell the story. Just like tracking a pup’s training progress, real-time data shows human resources teams what’s working or needs re-tuning.

Fetching Better Outcomes with Pet Benefits Solutions

With these HR strategies, OE 2025 can be your most engaged open enrollment yet. You can make the experience feel more like a community event than a forms marathon. Lean into AI for personalized messaging, reach staff wherever they work, tailor outreach across generations, and highlight employee benefits. These strategies include pet insurance and gamified incentives, both of which spark genuine employee interest.

Want to turn this year’s open enrollment into an event employees actually look forward to?

Pet Benefits Solutions can help you add tail-wagging value with flexible, budget-friendly pet insurance plans that boost participation and delight your workforce. Remember, when you spotlight pet benefits, you’re not just selling insurance. You’re saying, “We see you as a human, an HR leader, and a pet parent.”