# The Post-Open Enrollment Survey HR Teams Need to Send _Originally published on 8/16/21, Updated on 5/16/25._ You work hard to make open enrollment a success, so the next step is to prove it with data. A post-open enrollment survey isn’t just a feel-good exercise—it’s a critical tool to validate what worked, uncover gaps, and build a sharper strategy for next time. If your [benefits package changed](/content/resources/blog/benefits-communication/what-ive-learned-5-tips-on-delivering-benefits-bad-news-and-avoiding-a-mutiny/index.html) this year, or you rolled out new tools, this feedback becomes even more essential. Done right, a thoughtful post-open enrollment survey gives you the data you need to make confident, forward-looking decisions—and shows employees that their experience and input directly shape how benefits evolve. That’s not just good engagement. That’s strategic leadership. ## Benefits of conducting a post-open enrollment survey Specifically, a post-open enrollment survey can help you identify the good, the bad, and the ugly regarding your process. For instance: - Do you need a more personalized approach? - Should you send more text alerts? - How can you drive better [benefits engagement](/content/blog-post/drive-benefits-engagement-gen-z-great-onboarding/index.html) with different demographics? In addition, this survey can offer invaluable HR data that you need to make smarter decisions about employee [benefits communication](/content/blog-post/benefits-communication/index.html). The best part is, this doesn’t have to be a strenuous exercise! ## Step-by-step guide to creating effective post-open enrollment survey questions Follow these tips for constructing a post-open enrollment survey to get the feedback you need to succeed. ### **1\. Choose the right online survey tool for your post-open enrollment survey** There are lots of online survey tools available, like SurveyMonkey, that can help you host your benefits survey for employees. Here are some questions to consider as you evaluate the best option: - Does the survey tool allow you to show different questions based on answers to previous questions (typically called “skip logic”)? - Does it allow you to show multiple question types (e.g., scale questions, checkboxes, and forms), or are you locked into only multiple-choice and open-ended questions? - Does it include a library of survey templates? - Can you export the data to a preferred format and cross-tabulate the results? - Is the tool mobile-friendly? Taking a few minutes to do a little research can make a big difference to ensure you can put your survey results to good use. ### **2\. Time your survey appropriately** Ideally, you would survey your employees immediately after they complete open enrollment, while the experience is still fresh in their minds. For example, you can add the link to a post-enrollment email. If you missed that window of opportunity, still send the post-open enrollment survey as soon as possible. Remember, any data is better than no data. ### **3\. Define the purpose of your employee benefits survey questions** You don’t want employees to roll their eyes and think, “Oh, great—another survey I don’t have time to take.” 🙄 Instead, make it all about them. Frame the survey with an obvious value proposition. Your email ask could include language like this: _“We want to improve your understanding of your benefits and ensure you’re aware of what’s available to you. Answer these seven short questions so we can continue to offer our team members the benefits/perks they need with less work to enroll in them!”_ ### **4\. Create effective post-open enrollment survey questions** The goal is to understand employees’ opinions about your open enrollment process. But to keep people’s attention and get accurate information, you need to keep it short and sweet. Decide which questions are ‘need to know’ rather than ‘nice to know.’ Make every question count. ## Employee benefit survey sample questions to include Here are a few of the questions that we send in our own post-open enrollment surveys to [ALEX](/content/what-is-alex/index.html) users: _1\. How satisfied are you currently with your employee benefits?_ - Very satisfied - _Somewhat satisfied_ - _Neither satisfied nor dissatisfied_ - _Somewhat dissatisfied_ - _Very dissatisfied_ _2\. If you had to guess, how do you think your current employee benefits compare to those at other companies?_ - _They’re a lot better than other companies_ - _They’re somewhat better than other companies_ - _They’re the same as other companies_ - _They’re somewhat worse than other companies_ - _They’re a lot worse than other companies_ _3\. If it were up to you, which of the following employee benefits would you like your employer to offer (please check all that apply)?_ - _Accident insurance_ - _Adoption/surrogacy assistance_ - _Cancer assistance_ - _Childcare benefits_ - _Critical illness insurance_ - _Dental insurance_ - _Diabetes management assistance_ - _Disability insurance (long and short-term)_ - _Donation matching_ - _Employee assistance program_ - _Employee perks and discounts_ - _Fertility benefits_ - _Flexible work schedules_ - _Gym memberships or discounts_ - _Healthcare spending or reimbursement accounts (HSA, FSA, HRA, etc.)_ - _Home office stipend_ - _Hospital indemnity insurance_ - _Life insurance_ - _Maternity/paternity leave_ - _Medical insurance_ - _Mental health assistance_ - _Musculoskeletal management assistance_ - _Paid time off (vacation, sick days, etc.)_ - _Pet insurance_ - _Pharmacy cost management program_ - _Relocation assistance_ - _Retirement benefits or accounts (401k, etc.)_ - _Student loan repayment_ - _Telecommuting options_ - _Telemedicine_ - _Transportation FSA or assistance_ - _Tuition reimbursement_ - _Vision insurance_ - _Wellness programs_ _4\. How much do you agree or disagree with the following statement: I would work for a company longer if they made sure I knew about the employee benefits that were right for me._ - _Strongly agree_ - _Somewhat agree_ - _Neither agree nor disagree_ - _Somewhat disagree_ - _Strongly disagree_ _5\. Did you use ALEX Benefits Counselor this year to help you choose and/or learn about your employee benefits?_ - _Yes, I did_ - _No, I did not_ - _I don’t know_ ## Remind employees of resources and tools At the conclusion of the post-open enrollment survey, consider including a short list of resources and tools available to them—like your [benefits guide](/content/resources/blog/open-enrollment/how-to-make-benefits-guide/index.html) or [401(k)](/content/resources/blog/benefits-communication/your-401k-communications-are-all-wrong-heres-how-to-fix-them/index.html) program. After all, you want your employees to keep thinking about your benefits package even after open enrollment is over! ### What to do after your post-open enrollment survey Once you have the post-open enrollment survey results, let the fun begin. Take a deep dive into your responses and data. Review with your HR department and any other key stakeholders. Use the results to guide future decisions about this year’s upcoming benefit engagement initiatives and next year’s open enrollment process.