Open Enrollment Is Over, Now What? Supporting Employees Year-Round
- Feb 9
- 4 min read
By Mrs. Shay Cook, CEO & Founder of Crusaders for Change®, LLC (C4C) Accredited Financial Counselor® & Financial Fitness Coach®
Key Takeaways From This Article
Open enrollment is only the starting point, not the solution, for employee financial well-being
Year-round financial coaching helps reduce stress, absenteeism, and turnover in organizations
Employers who provide ongoing financial wellness support see stronger engagement and better workforce stability
Open enrollment season often feels like the finish line for employee benefits. Forms are completed, plans are selected, and leadership teams turn their attention back to operations. But for employees, particularly those working in senior living, skilled nursing, and long-term care environments, financial stress does not pause once enrollment closes. In many cases, it escalates.
Bank of America’s annual Workplace Benefits Report found that 76 percent of workers believe the cost of living is outpacing salary or wage growth. Additionally, 66 percent of employees reported feeling financial stress. Rising costs, unexpected medical bills, family responsibilities, and debt obligations continue long after benefits elections are finalized.
Without year-round financial support, employees are left to navigate complex financial decisions alone, often during the most stressful moments of their lives. This gap is where many well-intentioned benefits strategies fall short.
Why Traditional Benefits Alone Are Not Enough
Traditional benefits education focuses heavily on insurance choices, retirement plans, and compliance-driven communications. While these are essential, they do not address the day-to-day financial realities employees face throughout the year.
In senior care organizations, the workforce is financially diverse. Certified nursing assistants may be managing hourly wages and unpredictable expenses. Nurses may be balancing student loan repayment with family obligations.
Administrative and housekeeping staff often face entirely different financial pressures. A one-time enrollment window cannot predict nor meet all of these needs throughout the year.
Research consistently shows that financial stress is one of the leading drivers of distraction at work, absenteeism, and voluntary turnover. According to data from PwC’s Employee Financial Wellness Survey, one in three full-time employees reports that money worries have hurt their productivity at work, and employees experiencing financial stress are nearly five times more likely to say that personal finance issues distract them on the job.
The Year-Round Reality in Senior Care and Senior Living
Senior care leaders understand better than most that workforce stability is critical. Residents depend on consistent caregivers, and facilities rely on experienced staff to maintain quality of care and regulatory compliance.
When financial stress spikes, employees may start taking on extra shifts, calling out due to stress-related illnesses, or quietly seeking another employer offering slightly higher pay. These behaviors are rarely about dissatisfaction with benefits; they are about survival, and they contribute to higher turnover rates.
According to the 2025–2026 Nursing Home Salary and Benefits Report, published by the Hospital and Healthcare Compensation Service, CNAs, who experience the highest turnover among nursing home staff, had a turnover rate of 42.34 percent in 2025.
Without ongoing financial coaching, employees may make reactive decisions such as taking on high-interest debt, withdrawing from retirement accounts, or job hopping for short-term relief. These choices can create long-term financial harm and operational instability for employers.
Why Financial Coaching Matters More Than Ever
Financial education alone is not enough. Coaching provides accountability, personalization, and support. Employees can ask questions, work through personal scenarios, and develop realistic action plans that fit their lives.
In senior living organizations, financial coaching can help a CNA plan for irregular income, assist a nurse in balancing student loans with retirement savings, or guide a supervisor through planning for a major life event. These conversations reduce stress and empower employees to stay focused at work.
Crusaders for Change provides guidance through professional, certified Accredited Financial Counselors® (AFC®), nationally recognized experts trained to offer ethical, research-based financial counseling and coaching to help employees gain control of their personal finances.
How Crusaders for Change Supports Organizations
Crusaders for Change partners with organizations to deliver customized Financial Wellness Programs designed around the needs of their workforce. Programs are not one size fits all. They are built using needs assessments, ongoing feedback, and measurable outcomes.
C4C provides financial coaching, interactive workshops, and digital tools that employees can use throughout the year. This ensures that support is available not just during open enrollment, but when life happens.
Moving From Enrollment to Engagement
Open enrollment should be the starting point of a conversation, not the end. When organizations commit to year-round financial wellness support, they create a more resilient, engaged, and loyal workforce.
For senior care and senior living leaders, this approach aligns mission with strategy. Supporting employees financially helps them show up fully for the residents who depend on them every day. Whether you're an individual or a business owner, Crusaders for Change is here to help. Learn more about our Financial Wellness Programs here.
Crusaders for Change FAQ
What makes Crusaders for Change (C4C) different from traditional benefits education providers?
C4C focuses on financial coaching and real-world application, not just information delivery. Employees receive personalized support from trained financial professionals throughout the year.
How does financial coaching support senior care employees specifically?Coaching addresses common challenges such as irregular income, debt, emergency expenses, and long-term planning, all within the context of demanding care roles.
Can financial wellness programs help reduce turnover?
Yes. Financial stress is a major contributor to absenteeism and job changes. Ongoing support helps employees stabilize their finances, making them less likely to leave for short-term financial reasons.
Is a Financial Wellness Program scalable for different company sizes?
C4C programs are customizable and scalable, making them suitable for small assisted living communities as well as large senior care organizations.
How can organizations get started?
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