You signed up for health insurance, maybe a retirement plan, and a few other “perks” when you joined your company. There was a meeting, some slides, maybe a PDF full of fine print. And then? Radio silence.
No updates. No reminders. No clue what’s still on the table.
Or perhaps you put together what felt like a generous and employee benefit package for your small business. You were excited to roll out the plan that you felt would improve the lives of your staff (and maybe help with employee retention), but when the plan was introduced… crickets.
If that sounds familiar, you’re not alone. One of the biggest problems with employee benefits today isn’t that companies don’t offer enough. It’s that they don’t talk about the benefits once the paperwork is signed. You’ve handed your people a toolbox full of tools, but no one knows how to use them so they gather dust in a forgotten corner.
But the good news is you can flip this scenario on its head. Whether you’re an employee feeling out of the loop or a manager wanting to turn the lights back on, let’s walk through what’s going on. And how to break the silence to fix the problem.
Why the Silence Happens
Open enrollment season is like a fireworks show: all flash and excitement for a week or two. HR teams roll out presentations, brokers run webinars, and everyone races to pick a plan before the deadline.
Then, nothing. Why?
Part of the problem is bandwidth. Most HR departments are stretched pretty thin. They are busy working on payroll, onboarding, compliance, and PTO requests. Without someone dedicated to benefit communication, it falls through the cracks.
The next issue is complexity. From plan design and provider networks to IRS limits and wellness incentives, it’s hard to explain things in simple terms. The easy, tempting path is avoiding the conversation altogether.
Most companies also lack a follow-up system. Once open enrollment wraps up, there’s rarely a built-in plan to keep the conversation going.
But silence just confuses people. And it actually chips away at the value of your benefits and at employee trust.
The Consequences of Silence
When companies don’t keep benefits visible, here’s what tends to happen:
People Get Confused
You might avoid going to the doctor because you’re unsure what’s covered. Or worse, you or your employee end up with a surprise bill because the provider wasn’t in-network.
Useful Perks Go Unused
That generous mental health benefit? Financial counseling? Legal assistance? If no one knows about them, they do nothing. But they still end up eating into the company’s operating budget.
Employees Disengage
When people don’t understand or value their benefits, they’re more likely to check out, or check in with a recruiter.
If you’re in leadership, that’s not just a missed opportunity. It’s a risk to morale, retention, and your investment in your people.
What Employees Can Do
If you’re an employee feeling like your benefits disappeared into a black hole, don’t wait for someone to bring it up. Start by doing a little detective work:
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- Dust off those enrollment materials or log into your benefits portal.
- Make a list of what you signed up for and what’s included.
- If anything’s unclear, ask specific questions like:
- “What’s actually covered in our dental plan?”
- “Do we have access to mental health resources?”
- “How do I log in to our retirement plan’s site?”
Chances are, HR isn’t ignoring you on purpose. They might just need a nudge to bring benefits back into focus. You can also ask for clearer documentation or request a refresher session for your team. Often, one voice is all it takes to spark a broader shift.
What Employers and HR Leaders Can Do
If you’re the one holding the communication megaphone, know that staying quiet doesn’t keep things simple. It just keeps people in the dark.
But you don’t have to reinvent the wheel. A few small steps can make a big difference.
Start by sending regular reminders. A quick email or Slack message about a benefit your team might not remember can go a long way. If your plan includes telehealth, highlight it during flu season. If you offer wellness reimbursements, promote them during the new year when people are setting goals.
Don’t rely solely on PDFs or carrier-provided booklets. Break information down into digestible chunks, such as quick videos, one-page guides, or Q&A sessions. Make the language human. Make the access easy.
If all this sounds like a lot, don’t worry. There’s help. Working with a company that provides employee benefits consulting services can make all the pieces fall into place, and take all of this off your plate. They will build a communication strategy that actually works, without overwhelming your team.
Breaking the Silence with Your Benefits Broker
If you’re working with a broker or benefits agency, they shouldn’t just pop in during renewal season like a once-a-year guest star. A strong broker should be your co-star all year long, helping you drive communication, build clarity, and match your strategy to your company culture.
If they disappear after enrollment? That’s a red flag. You deserve a partner who’s proactive, not passive. Ask your broker:
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- “How can you help us keep benefits top of mind throughout the year?”
- “Do you have educational materials or communication templates we can use?”
- “Can you help us create a year-round strategy that fits our team?”
The best employee benefit specialists don’t just drop off benefit plans and walk away. They help you turn benefits into something employees understand, use, and actually appreciate.
Silence Isn’t Harmless. It’s Expensive
Whether you’re an employee or an employer, benefits that no one talks about are benefits that don’t work. They don’t protect your people. They don’t deliver ROI. And they certainly don’t build loyalty.
If you’ve been getting—or giving—the silent treatment, now’s the time to change the conversation. Ask questions. Share answers. Open the door to smarter decisions and better outcomes. Turn up the volume on your benefit plan and the way you communicate about it.