Incentives: The Key to Healthcare Cost-Containment

Incentives: The Key to Healthcare Cost-Containment

All signs indicate that healthcare costs will continue to climb this year – like always. For employers, this means we’ve reached an average cost of $15,000 per employee. Employees are bearing the cost, as well. More are enrolled in high-deductible health plans every year, pushing out-of-pocket maxes well into the thousands.

As everyone yearns for a long-term solution, incentivizing the right healthcare choices can give employees motivation to keep costs low. Right now, the employee healthcare experience feels like going to a restaurant and being given a menu without any prices. They need a push to shop for care.

With so much of the onus to save placed on employees, rewarding health-promoting, cost-reducing behaviors is a powerful cost-containment strategy. Yours might look like rolling out a wellness program, which is typically designed to get ahead of costly medical conditions with a preventative approach to health. It might also take the form of a rewards program that provides bonuses for selecting lower-cost, higher-value providers. With prices varying by ten times for the same procedure in the same market, that strategy can mean big savings.

The key to both options is the design of incentives. Here, we’ll discuss how incentivizing health can positively impact your employees’ behavior.

How incentives provide fuel for cost-containment

Incentives are an integral part of making voluntary cost-containment programs stick.

The psychological concept of incentive theory goes like this: a person’s behavior is motivated by a desire for reinforcements and rewards. We’re less likely to do things if the reward is negative, and more likely to do them if the reward is positive. This theory holds that motivation comes from external forces, instead of from within.

Let’s apply it to your cost-containment efforts. Say you’re banking on enrolling employees in a wellness program that includes screenings, tools for weight and health management, and regular check-ins. Without an incentive, all those points become yet more things in their long list of work-related to-do’s. Your employees already know this kind of program can make them healthier. Most employees already want to be healthy, but don’t want an additional chore. If participation means a lower premium, though, it becomes a more valuable investment of their time.

Research bears this out: in one study, participation in a biometric screening program increased by 55% when financial incentives were provided.

When an incentive program works, the relatively low cost of the provided incentive can pay dividends in lower healthcare costs. Employees who chose a less expensive MRI might be rewarded with a few hundred dollars. Considering the cost of certain healthcare procedures can vary by thousands between facilities, though, the total savings to them and their company could reach into the thousands.

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In short, it’s too easy to overpay for healthcare, so there’s immense value in incentivizing employees to make smarter healthcare decisions.

Which incentives work best?

Employers tend to incentivize healthy choices with monetary rewards. For instance, employees might get a bonus on their paycheck or even a straightforward monetary reward for completing a month-long wellness program.

Discounts might also be considered an incentive; a wellness program may offer discounts to a local gyms or fitness studio or sponsor membership to a weight loss program. It’s worth pointing out, though, that discounts don’t necessarily create the conditions incentive theory says are most effective. Instead of offering a bonus for doing the desired action (in this case, exercising regularly), they make it less expensive to pursue that action. If we’re applying incentive theory, a more effective approach might be to give employees a reward on every tenth gym visit.

A Brigham Young University study found that gift cards were an even more effective incentive than cash when it comes to driving employee participation in wellness programs. Participants in the study could choose which reward they wanted after completing the program. Between cash, gift cards, and tangible gifts, more than half of people selected cash. Yet, the 30% who selected gift cards were 25% more likely to complete the challenge. Researchers involved in the study theorized that gift cards were more motivating than cash because they allowed participants to spend on something fun without guilt.

Of course, best practices can’t tell you what will be most effective when it comes to actually motivating your employees. Asking for feedback from a committee of employees or polling them to hear preferences can guide your choices. That way, you can ensure employees are motivated to help in your company-wide cost-containment efforts.

Using incentives to lower healthcare costs

As you’re exploring ways to lower your healthcare costs this year, remember that getting employees on board with your cost-containment efforts is key. Often, that means offering incentives they actually want. Whether your incentive program provides a lower premium for passing a wellness screening or a gift card for choosing a recommended surgery facility, it’s worth learning how incentives can work to lower the cost of healthcare.

Announcing HealthJoy’s $30M Series C Funding Round

Announcing HealthJoy’s $30M Series C Funding Round

Today, we are excited to share that HealthJoy, the first and only benefits experience platform, has secured $30 million in Series C venture funding.

The round is led by Health Velocity Capital, with participation by existing investors: U.S. Venture Partners, Chicago Ventures, Epic Ventures, Brandon Cruz, and Clint Jones, co-founders of GoHealth. Saurabh Bhansali, Partner at Health Velocity Capital, will be joining our board.

Today is a memorable day for everyone at HealthJoy, their families, our partners, previous investors, our customers, and especially our members. Thousands of members every day depend on us to guide them to affordable, high-quality healthcare, and we strive to deliver the best help possible. Their happiness is our North Star and the driving force behind every choice we make. We plan to use the proceeds of this funding round to accelerate the development of our core platform and improve our service.

Artificial intelligence, top talent, and new partners

Our new funding will allow us to drastically improve our product and include additional intelligence in many parts of our product, including our virtual assistant. We want JOY to be more proactive, helpful and have increased capacity. We plan to improve every aspect of the member’s journey year-round. To make that happen, we’re planning on doubling our engineering talent in our Chicago office. Due to our accelerated growth, we’ll also be expanding our implementation, member services, and customer success teams to deliver industry-leading service. To continue to delight our members, we’ll also be integrating more partners within our platform to help members throughout their healthcare journeys. We want to remove the complexity of being healthy by becoming the most trusted source of healthcare guidance available.

A focused partner

When deciding on a new investment partner, we’ve been selective in who we work with. We always look for someone who brings more than a checkbook; we look for strategic partners who want to bring value to our mission. We couldn’t have asked for a better partner than Health Velocity Capital. For the last 25 years, they have exclusively invested in and helped build healthcare companies looking to create a more affordable, sustainable, consumer-friendly healthcare system. Our missions are aligned, and we look forward to working with them to help shape our company.

 

Join us in changing healthcare

If you’re looking to change your employee’s benefits experience to lower your healthcare costs, increase satisfaction, and reduce benefits questions, get a demo of HealthJoy today. If you’re looking to join a company on a mission to change healthcare, visit our career page. We are planning to hire over 200 new employees in 2020-2021. We would love to speak with you!

Is Employee Burnout Taking a Hidden Toll on Your Workplace?

Is Employee Burnout Taking a Hidden Toll on Your Workplace?

For many of us, February is a time when the long, dark winter starts to feel unbearable. We start feeling frazzled, sick of the cold, and perhaps burned out.

A recent Gallup study estimated two-thirds of full-time workers experience burnout on the job. Last year, the World Health Organization (WHO) officially declared it an “occupational phenomenon.” Piling on the bad news, the Centers for Disease Control and Prevention (CDC) recently listed work stress as the nation’s leading workplace health problem.

Burnout threatens not just the mental health of workers, but the financial stability of organizations. In other words, it’s a problem you can’t afford to ignore. In this post, we’ll talk about the factors that cause employee burnout, what HR professionals can do to prevent it, and how to help your burned-out employees.

Defining employee burnout

Last year, the WHO declared burnout as an official “occupational phenomenon.” That means it’s not a medical condition, but rather a reason people seek medical help. According to the WHO, there are three main elements of burnout:

  • Feelings of exhaustion
  • Increased mental distance from or feelings of cynicism about work
  • Reduced professional efficacy; i.e., doing a worse job at your job

As you look around your workplace, you might see a few signs of burnout. Employees experiencing this phenomenon could be distracted and less productive, easily frustrated, avoiding social interactions like their normal lunchtime chat, or taking more sick days than before.

Burnout affects what we typically imagine are overworked fields; in one study from Stanford University, 54% of doctors self-reported symptoms of burnout on a survey. A whitepaper from MeMD found first responders develop mental health conditions at a rate that’s 10% higher than the rest of the population. When surveyed as part of the same study, 63% of nurses said their work had caused burnout. This issue isn’t limited to a single industry, though. Over 50% of tech workers in the same MeMD survey said they were currently experiencing burnout.

Burnout might not always be the result of a busy season or stressful job.

“When people hear the word “burnout,” they are usually thinking about someone who looks exhausted, disgruntled or unhappy,” Elles Skony, Vice President of Talent Management at digital advertising software company Centro, said. “The largest risk we face, however, shows up as employees who are actually engaged in their work and who care about the company and mission, sometimes too much. When you get employees who are “exhausted engaged,” this means they are working intensely, all the time, and that is the riskiest type of turnover.”

The cost of burnout

With effects this widespread, it’s not surprising that burnout is an expensive problem. A study from the Stanford Graduate School of Business found that workplace burnout costs up to $190 billion per year in additional healthcare spending. We already know that depression and anxiety add up to a loss of $1 trillion in productivity per year.

Just like those mental health concerns, burnout threatens physical health as well as workplace wellness and interpersonal dynamics.

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How to deal with employee burnout

To drive employee satisfaction and productivity, you must head off burnout before it starts.

The causes of burnout can be countless. It comes up after long hours during a busy season, an accumulation of personal issues, or additional pressure from workplace morale-killers, like layoffs. More often than not, though, burnout is a symptom of one thing: a lack of employee support.

Those experiencing employee burnout are more likely to feel overworked and underpaid. When employees feel burdened with an unreasonable workload, are working longer hours, or don’t have the support of their managers and HR team, their stress can quickly progress to burnout.

“The higher the challenging work demands, the faster we as employers or leaders need to get ahead of identifying what type of support, recognition, or opportunities are needed to help them recover so that individuals are able to maintain a balance over the long term,” Centro’s Skony said.

A few steps employers can take to get ahead of employee burnout:

Train managers to spot employee burnout as it’s happening

Management plays a crucial role in keeping employees engaged and helping them feel supported. Those two factors play a significant role in staving off burnout. A manager who asks, “how are you?” and means it can be the difference between employees who mentally check out and those who feel supported and heard. Give managers the tools they need to regularly check-in. At HealthJoy, we use a tool called 15/5 to encourage weekly employee check-ins, monitor our workload and productivity, and ask a few questions about the work environment.

Address stressors before they grow to burnout

As the author of the Stanford Graduate Business School Study pointed out, workplace wellness programs sometimes overlook the workplace itself as a significant source of declining health. Wellness programs don’t address systemic management issues or cultural problems. A top-down approach to these stressors is a critical piece of addressing employee burnout before it spins out of control.

Encourage breaks (big and small)

We all need a break from time to time. Particularly during the winter, a few days away from the grind can do wonders for mental and emotional health. In terms of heading off burnout, don’t overlook this step. HR can encourage senior leadership to lead by example and make the process of requesting time off as smooth as possible. Small daily breaks can also make a difference. A walk around the block, lunch outside the office, or a break for meditation or stretching during the day can help employees clear their minds and return to work refreshed.

Remind employees of their EAP benefit

As you work to shift your office culture toward preventing burnout, you can’t ignore the employees already experiencing this phenomenon. Employees already experiencing burnout might not feel comfortable seeking help. Employee Assistance Programs (EAP’s) offer a confidential solution at a low cost to employees. Employees struggling to balance work and home life may find relief in short-term counseling, which can prevent spirals that may lead them to lean on drugs or alcohol for assistance (see The First Step in Handling Employee Substance Abuse for more).

HealthJoy’s centralized benefits experience platform makes it easy for members to see all their benefits in one place. We even remind members about their EAP with push notifications sent straight to their phones. The results of successfully promoting an EAP are measurable: one study reported a savings of $116 per employee in healthcare-related costs after implementing an EAP.

Deal with burnout before your employees pay the price

As employee burnout reaches becomes an issue of national health and international concern, employers can’t afford to look the other way. Avoiding employee burnout is a matter of creating a supportive culture, offering employees ways to decompress, and providing an outlet to discuss and treat employee burnout as it occurs. By emphasizing supportive EAP programs and building a healthy work culture, we can make employees burnout a thing of the past.

Employee Assistance Program Guide

EAP’s are often buried in a benefits booklet and ignored. Here, we’ll share our best tips for helping employees navigate life with the help of your EAP.

The Key to Making Benefits Work for Dispersed Employees

The Key to Making Benefits Work for Dispersed Employees

Chances are your office looks nothing like your parents’. Today’s dispersed employees are often spread across hundreds of offices, working entirely remotely, or continuously on the road. They’re just as likely spending half the year abroad as a “digital nomad” as they are installing home security systems or standing on the manufacturing floor.

The benefits challenges facing companies continue to evolve as new work styles, job titles, and even industries gain momentum. Yet with benefits awareness at an all-time low and the cost of healthcare steadily climbing, it’s never been more important that employees use and love your benefits. Making benefits truly work for your employees—with high utilization, employee satisfaction, and excellent outcomes—requires a strategy outside of the traditional HR playbook.

In this post, we’ll look at how you can make benefits work better for your company’s dispersed workforce.

The challenge of dispersed employees

The problems of tricky benefits communication, declining awareness, and low utilization are complicated enough in traditional office settings. They get even more involved with a dispersed workforce.

Employees who work remotely can’t attend a benefits meeting. Emergency services personnel might miss an important email while they’re saving lives. A sales team that spends 300 days on the road each year won’t see your printed benefits booklet.

To compound matters, we know that introducing a benefit and getting employees to use it are two different things. When all the traditional delivery methods tossed out the window, the chances of that happening are low. As the nature of work changes, the key to making benefits work lies in building communication strategies tailored to your employees’ and your workplace’s unique challenges.

Shift your culture

Making benefits work across dispersed offices is a matter of improving employee awareness, education, and communication. But it can start with cultural shifts, especially if you’re growing fast, testing a remote work policy, or pivoting to a new marketplace. A strong and supportive culture among dispersed employees will make your efforts that much easier.

It’s worth understanding the unique challenges faced by dispersed employees. In Buffer’s 2019 State of Remote Work Survey, nearly a fifth of respondents listed loneliness as the biggest struggle with working remotely—though, almost all respondents also said they planned to work remotely, at least part of the time, for the rest of their career.

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Survey your employees to find out if your culture does enough to help them feel connected. In terms of benefits, maybe remote workers are frustrated because they can’t walk to an HR office with questions. According to Reuters, though remote work is up 115% in the US, remote workers are more likely to quit a job because they feel lonely or disconnected. It’s easy to imagine how employees in a satellite office or on a sales team could feel equally isolated.

Cultural shifts that improve communication can lay the groundwork for better benefits awareness. To start building a strategy to drive benefits engagement, consider your workplace’s unique communication challenges. Are they geographical, social, or related to your office’s physical space?

Don’t just rely on the open enrollment meetings, benefits booklets, and mailers that worked in the past. While there are no easy answers, HR can make some simple shifts. Encouraging a digital meetup, checking in regularly with remote employees, and hosting company benefits information on an always-accessible digital platform are all positive moves for companies with dispersed workforces

Shift your benefits communication

Ultimately, the key to making benefits work for dispersed employees across offices lies in deeply understanding the challenges employees face and telling them how benefits can solve them.

During open enrollment, consider ways to reach employees that might be unique to your workplace.

  • If you know that employees rarely check emails because they’re on the factory floor, skip them altogether in favor of SMS or push notifications to their cell phones announcing your new benefit.
  • If a majority of employees are married but most are on the road, put extra effort into your home mailers and family-focused communications
    If your dispersed employees are spread across hundreds of offices, make sure company-wide Q&A sessions are accessible via online video meetings.
  • If dispersed employees are fully remote, give them access to special benefits-focused “office hours.” Hosting in Zoom or GoToMeeting for a face-to-face meeting can increase their sense of connection.

After open enrollment, keep the support going to drive utilization year-round.

  • Ask your vendors to send marketing materials to each of your satellite offices, not just your central location.
  • If you work with an equipped benefits experience platform, use push notifications to drive benefits education while employees are on-the-go (see our post The Best Benefits Education Tool You Haven’t Used Yet to learn more).
  • Get employee feedback with anonymous surveys, and focus primarily on any remote, traveling, or potentially disconnected dispersed employees. We’re fans of OfficeVibe at our office.

The basics of employee benefits communication remain the same no matter your office makeup. But making employee benefits work across industries, dispersed offices, and evolving workforces and is a matter of small, impactful changes. Think adjusting the flow of your employee benefits presentation, sending a different type of home mailer, or centralizing all your benefits in a digital benefits wallet.

As the nature of work changes and unemployment remains low, it’s more important than ever that you give employees a reason to love their benefits. With a supportive culture and a tailored communication strategy, benefits can actively drive employee satisfaction, no matter where, or how, workers do their work.

Employee Benefits Communication Guide

Find more great benefits communications in our Employee Benefits Communication Guide!

How to Handle Flu Season in the Workplace

How to Handle Flu Season in the Workplace

In this post, we’ll outline a few tried-and-true tips to help employees avoid workplace flu.

Support workplace flu safety with a remote work culture

Remote work gave us benefits like lower commuting costs, better work-life balance—and an easy solution to keeping viruses out of the office.

According to the Centers for Disease Control (CDC), employees who have flu-like symptoms should stay home until 24 hours after their fever ends. Parameters may differ for other infections, but the safest option, especially during flu season, is to encourage employees to go home when they feel unwell and stay there until they feel better.

That’s an easier sell when employees can log on from home. But even when they know they should stay home, it might be tempting to come in for an important meeting. Some of us have parents who taught us that you should come to work unless you’re on death’s door. In terms of the spread of disease, that attitude can lead to trouble.

 

If remote work is a possibility for your company, you can minimize your risk around workplace flu season by encouraging employees to work from home when they’re feeling “off.”

Is physically showing up worth getting your coworker—or their child—sick? Consider what you can do to make the choice easier. It might be a matter of including a video conference link in every meeting invitation, or simply reminding employees that remote work doesn’t have to be justified with a doctor’s note.

Like most company culture shifts, this one also starts at the top. You can encourage leaders to set an example and stay home when they’re sick. Seeing my boss head home when he feels ill instead of “powering through” makes me feel comfortable staying home when I’m under the weather.

When employees are sick enough to take time off work, telemedicine can help them find relief fast. Most employees don’t know how to use this benefit, so a little education at the beginning of flu season can go a long way. HealthJoy’s telemedicine providers typically meet with patients in about 10 minutes, meaning they can skip the waiting room—not a place anyone wants to be during flu season (we also have the highest telemedicine utilization in the industry). Our medical professionals can even prescribe medications like Tamiflu, meaning they can get what they need to start feeling better without even leaving the house.

Focus wellness initiatives around flu season

Wellness initiatives have grown in popularity as employers recognize that preventive care might help them get a handle on wildly rising healthcare costs. Preventive care has its place in smoothing workplace flu season, too, since a healthy workplace is less vulnerable to sickness. You can start early with preventive wellness screenings, flu shots, and healthy eating campaigns. Once flu season is here, consider rolling a few of these immune-boosting initiatives as well.

  • Make water more appealing. No matter how hard we try, offices can’t run on coffee alone. It’s tough to stay hydrated when the weather is cold, but hydration is especially important during flu season. To make it more appealing, offer sparkling water and herbal tea in addition to caffeinated beverages.
  • Order healthy options for company lunch. Pizza may be inexpensive, but offering employees healthier options with plenty of fruit and vegetables is a better bet for workplace immunity.
  • Encourage physical activity. Does your company offer a gym stipend or have an on-site fitness center? Encourage a lunchtime workout group. If not, can you organize a group discount at a local gym or studio? Exercise boosts immune health, so doing everything you can to encourage physical activity is especially important during flu season.
  • Offer opportunities for stress relief. Stress affects immune health, and during a particularly busy season, can leave your entire workplace exposed. Whether it’s in-office yoga, regular lunchtime walks, or a quiet room to decompress, give employees space to blow off steam throughout the day.
  • Highlight virtual medicine. Offer a lunch-and-learn highlighting your telemedicine benefit, how to access it, and how it can help. Do they need to dig up a certain number or access a specific website? Employees with HealthJoy can easily access medical professionals from their phone without navigating a maze of numbers.

Stay vigilant about seasonal flu

Most of your employees will have had the flu at least once. They probably remember it as an uncomfortable experience which, for most of us, ended after a few days. When we’re relaxed about flu season, we get careless with the simple steps the CDC says are best at preventing their spread. That can be especially deadly for vulnerable populations. Skipping your flu shot or carelessly sneezing on a coworker might mean giving the virus to an elderly relative or a pregnant partner, and that can be deadly.

It’s important that employees stay vigilant about their symptoms, but employees could still be tempted to ignore reminders. To break through the noise, come up with creative ways to remind employees of basic flu safety steps like washing hands, covering coughs and sneezes, and staying home.

Consider the communication channels where employees already hang out. An email or Slack channel message might be enough of a reminder for employees to step up their hand washing. Push notifications and SMS messages tend to hit even more forcefully, so they can work for critical reminders, like a flu shot. If your company has this technology or works with HealthJoy’s equipped benefits experience platform, flu season is the perfect time to put push notifications to use.

Employee Benefits Communication Guide

Let’s get one thing straight: the tried-and-true methods of benefits communication are no longer tried or true…

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Make a vaccination and disaster plan

You must do everything in your power to encourage employee flu shots. Flu shots not only prevent your risk of illness and reduce the severity of symptoms but protect the people around you.

Encouraging flu shots is vital for keeping your workplace healthy through flu season. Offer them at an on-site or partner clinic, or remind employees via email, Slack, or SMS if their employee benefits will cover a vaccination. Give employees time to get a vaccination during the workday if you can’t offer them onsite.

As you approach the flu season, it’s also essential to establish a disaster plan that covers illness. Make sure management knows what to do if a majority of employees fall ill, or if you close the office due to illness. If your company can work remotely, at what point does that become the best choice for everyone’s health? Consider establishing an emergency action plan that includes illness, even if it isn’t required. You can never be too careful.

Build a culture that supports seasonal wellness

matter what the headlines say, the basics of workplace wellness during flu season remain the same. Emphasizing remote work whenever possible, encouraging basic wellness, and finding new ways to communicate old safety steps are critical in preventing the spread of seasonal flu in the workplace.

When employees are sick, remind them that virtual medicine is often a faster, healthier, and less expensive solution. HealthJoy members get 24/7 access to virtual medical providers who can diagnose and treat flu and other viruses in just a few minutes, without running the risk of spreading the illness to others (see our post Why Telemedicine Use is Skyrocketing for more).

If they prefer to meet with a provider in person, HealthJoy’s team can run a provider search to make sure they choose the best in-network doctor. We are always here to help our members and clients.

In the end, adding virtual care and emphasizing flu season safety are steps toward creating the kind of company culture where employees feel empowered to keep themselves and their coworkers healthy.

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gfield_visibility_visible" ><label class='gfield_label' for='input_12_7' >Which Best Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_12_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Which Best Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_12' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_12"]){return false;} window["gf_submitting_12"]=true; ' onkeypress='if( event.keyCode == 13 ){ 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[gravityforms id=1]
<div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_1' > <div class='gform_heading'> <h3 class="gform_title">State of the Benefits Survey eBook - 1-Col</h3> <span class='gform_description'>Testing form</span> </div><form method='post' enctype='multipart/form-data' id='gform_1' action='/blog/2020/02/' > <div class='gform_body gform-body'><ul id='gform_fields_1' class='gform_fields top_label form_sublabel_below description_below'><li id="field_1_8" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_1_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_9" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_1_9' type='text' value='' class='large' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_4" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_1_4' type='text' value='' class='large' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_5" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_5' >company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_1_5' type='text' value='' class='large' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_6" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_6' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_6' id='input_1_6' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_1_7" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_7' >Which Best Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_1_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Which Best Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_1' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_1"]){return false;} window["gf_submitting_1"]=true; 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[gravityforms id=9]
<div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_9' > <div class='gform_heading'> <h3 class="gform_title">10 Benefits Presentation Tips from TED Talks eBook - 2-Col (Pop-up)</h3> <span class='gform_description'></span> </div><form method='post' enctype='multipart/form-data' id='gform_9' action='/blog/2020/02/' > <div class='gform_body gform-body'><ul id='gform_fields_9' class='gform_fields top_label form_sublabel_below description_below'><li id="field_9_8" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_9_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_9" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_9_9' type='text' value='' class='medium' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_4" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_9_4' type='text' value='' class='medium' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_5" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_5' >Company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_9_5' type='text' value='' class='medium' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_10" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_10' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_10' id='input_9_10' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_9_7" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_7' >What Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_9_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>What Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_9' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_9"]){return false;} window["gf_submitting_9"]=true; 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