To Tackle Employee Healthcare Expenses, Help Them Become Better Consumers

To Tackle Employee Healthcare Expenses, Help Them Become Better Consumers

For years, we’ve said that “healthcare costs are skyrocketing” or “the cost of care is climbing.” To put it more bluntly, employers will pay an average of over $15,000 – the price of a mid-size car – per employee family in healthcare costs this year. Employees themselves are far from immune; American households spend twice as much on healthcare as we did in the 1980s.

But while employees might know how to shop for shoes or find the best deal on dinner delivery, they’re far less savvy when it comes to employee healthcare expenses. So far, our education efforts haven’t worked. Most employees can’t even identify the four most common health insurance terms.

Instead, we have to shift the way employees buy healthcare.

Identify the choices driving up the cost of care

In most cases, it’s not enough to tell employees they should shop for healthcare. The process is just too complicated.

Over the years, we’ve learned that price transparency is a key that unlocks employees’ ability to become smart healthcare consumers. On the other hand, a lack of transparency makes it all too easy to overpay for employee healthcare expenses. For instance, pricing for procedures, imaging, and testing is notoriously murky.

This lack of transparency means employees can stumble at countless steps along their path to care. Maybe they’re going to an out-of-network doctor out of habit or using your city’s most expensive hospital system for every specialist visit. You can’t fix what you don’t understand. Identifying which choices drive up the cost of care should be your first step in changing the employee paradigm.

At the same time, you might find that employees are already using tools like telemedicine or your on-site clinic for regular needs. You can spend less time emphasizing the point solutions and cost-containment tools employees already love. Tracking utilization data can help you prioritize the knowledge gaps employees most need to hurdle.

Learn what they don’t know about employee healthcare expenses

Once you’ve identified the choices driving up care, you’ll need to understand what employees do (or more likely don’t) know. For instance, employees may see that they should choose an in-network provider, but the results of NOT doing so may be unclear. We know that healthcare and insurance are murky even for seasoned experts, and the target is continuously moving.

With that in mind, reflect on your last few employee education campaigns. What did you cover? Did the message influence metrics throughout the year? New employees arrive with wildly different levels of benefits education, so try administering a survey to identify knowledge gaps.

Finally, remember that employees’ spouses and dependents drive up the cost of care, too. According to the Department of Labor, women make 80% of the healthcare decisions in the U.S. If those women aren’t your employees, and you aren’t launching family campaigns to engage and educate them, you’re losing out a chance to make them smarter healthcare consumers, too.

Don’t wait until employees receive an unexpected bill to offer support. Identify the knowledge gaps and make a plan to address them beyond open enrollment.

Make Healthcare Shoppable with Price Transparency

Our healthcare system lacks price transparency, and it’s driving up costs.

Learn more »

Offer tools to make better decisions

You might guess that education is the answer. After all, if employees aren’t already smart healthcare consumers, surely teaching them more about the subject will drive down employee healthcare expenses.

Not so far. Up to this point, we know that education alone hasn’t changed the conversation, and it’s not for lack of trying. Employers and their HR teams invest significant resources in training each year. Employees may report they understand their benefits, but it’s not the basics that drive up care. Instead, it’s the shifting landscape, misleading provider recommendations, and snap decisions.

To change the way employees consume healthcare, we must focus on making healthcare pricing more transparent.

To that end, our education efforts must include a walkthrough of any third-party navigation tools or provider search resources available to your employee population. Better yet, offer the ability to compare prices in one centralized benefits experience platform. Don’t just highlight these resources or give them a link in their benefits booklet. Show employees how these tools can help them identify lower-cost care in their geographic area.

Guide them through selecting a high-quality provider. Teach them to use the provider search tools on your insurance carrier’s website. Illustrate the cost savings with real-life stories (and numbers).

In short, focus not on telling them to change the way they shop for healthcare, but on showing them how to use price transparency to do it.

Provide in-the-moment navigation assistance

Finally, provide employees with the last line of help for the moments they need to make healthcare decisions.

The obvious choice for live support is your HR team. We’ve heard that many HR pros get desperate messages from employees who need guidance about specific procedures. The problem with that system is twofold. For one, some employees may not feel comfortable broaching sensitive medical topics with their HR team. For another, it’s a significant drain on your time and resources.

Luckily, healthcare navigation support is one role you can take off your HR team’s plate. Instead, choose a live support line or a chat tool, or invest in support through your benefits provider or a benefits experience platform.

Considering how employees struggle with healthcare consumption, you really can’t overemphasize this aspect of your benefits strategy. The good news is that by helping employees become better healthcare consumers, you’ll also invest in higher satisfaction. They’ll save money, love their benefits, and, most importantly, know exactly how to make decisions that are right for their health and their wallet.

Announcing HealthJoy TPA+

Announcing HealthJoy TPA+

Today I’m pleased to tell you a little more about HealthJoy TPA+, an innovative new solution for Third Party Administrators (TPA’s) to leverage insights and AI and simplify their members’ path to care.

You might already know that HealthJoy’s benefits experience platform integrates with a client’s existing benefits package to deliver each employee a personalized, proactive experience. Employees gain access to on-demand medical consultations, live healthcare concierges, Rx savings, and much more.

Our new TPA+ product expands this core offering by bringing claims, insurance verification, and precertification data into the mix. Using this data, our AI-powered virtual assistant, JOY, proactively engages our TPA+ partners’ members with guidance to high-quality, fair-priced care. In short, TPA+ helps us offer timely personalization and navigation assistance to our members at scale.

Using TPA insights to improve the benefits experience

During my time at HealthJoy, I’ve consistently seen TPA’s miss the opportunity to put their remarkable wealth of data to good use. We all know healthcare costs are climbing, yet we can’t jump in to change consumer behavior.

For instance, a TPA might grant precertification to a doctor for a knee replacement surgery. They know that a few key choices in the scheduling process could mean a difference of thousands of dollars in employer costs and employee cost-sharing. Yet they have little to no way to offer guidance to the employee before they decide where to seek care.

Instead, the TPA is forced to watch while an employee chooses a facility and a provider. Without the proper tools on their side, member engagement is impossible.

That’s where HealthJoy TPA+ comes in. It allows HealthJoy to deeply embed in our TPA partners’ member experience. We’ll see insurance verification and precertification data on a daily basis. That gives JOY and our concierge team time to proactively assist members, reaching out to reinforce a great choice or suggest a higher-quality and/or lower-cost care option.

With HealthJoy TPA+ employers have a new level of access to member decision making, which means they can get very strategic with cost-containment strategies. On the backend, through a monthly claims integration, employers also receive reporting showing how member engagement with the plan strategy is resulting in savings. How about that? Better member experience and better healthcare transparency!

Our debut partners

The marriage of our technology and our partners’ data is key to creating a more meaningful benefits experience. Digital transformation occurs because they make experiences simpler, more affordable, and more personalized. This product accomplishes all three of these for our members and self-funded employers. We expect the outcome of HealthJoy TPA+ partnerships will be revolutionary for our industry.

HealthJoy TPA+ is launching with an exclusive list of partners this summer, including Auxiant, Coastal Administrative Services, and Loomis. New partnerships will be available in the fall.

Learn More About HealthJoy TPA+

Choose HealthJoy TPA+ to leverage your TPA’s claims, precertification, and insurance verification data. Enable proactive outreach in the precise moments that matter to drive down healthcare costs. Learn more. 

From Empathy to EAP: Mental Health Support for Returning Employees

From Empathy to EAP: Mental Health Support for Returning Employees

New states may be backtracking on reopening every day, but employers are still planning for an (eventual) reopening. These constantly-changing plans put employees in a precarious position: adding mounting fear, anxiety, stress, and worse to their existing workload. The toll is already clear; rising COVID-19 employment lawsuits show just how unsafe some employees feel in the pandemic-era workplace.

As we detailed in Part One of this series, employee mental health should be a top consideration in any return-to-work strategy. That might mean rolling out new Employee Assistance Program (EAP) benefits alongside new hand sanitizer stations. It could also be as simple as training managers to ask, “how are you holding up?” along with “what are you working on?”

Let’s discuss the strategies you can use to promote employee mental health when stepping back into the office.

Empathy for “these times”

At the risk of using 2020’s number one cliché, this year was tumultuous. Without precedent, there’s no clear roadmap for returning to work. Solutions can vary by workplace layout and industry. A mostly-remote tech startup might elect not to come back until 2021; a meatpacking worker might not have a choice.

As conditions change, so do employee fears.

Dr. Colleen Mullen, Psy.D., LMFT, founder of the Coaching Through Chaos private practice and podcast, said many employees are experiencing new or resurfacing trauma that makes the need for support even direr.

“The pandemic is far from over,” Mullen said. “The COVID-19 case numbers have spiked in states that have reopened quickly or early. Both employers and employees are returning to the workplace while they have elderly or at-risk family members they are trying to keep protected, in addition to those who are developing Post Traumatic Stress Disorder (PTSD),” Mullen explained.

Knowing that, employers should approach any return-to-work strategy with empathy, says Mike Veny, keynote speaker and author of Transforming Stigma: How to Become a Mental Wellness Superhero.

“We’re traumatized,” Veny said. “It’s really critical that we treat everyone as though they’ve been through a lot.”

A straightforward solution Veny offered: encourage management to check in on employee mental health. Train them to spot warning signs and to approach conversations respectfully. That sort of empathy boosts productivity, Veny said.

COVID-19 has disproportionately affected Black communities, and the recent unrest has highlighted racial injustice. Supporting Black employees’ mental health during this time is crucial.

Progress starts with asking your Black employees questions like “what do you see that I don’t?” and “what do you think we need to be doing that we aren’t doing?” Veny said. It may open a difficult but necessary conversation.

“It’s going to get ugly, and we need ugly to get to the root of some of this stuff,” Veny said.

Ultimately, every employee’s pandemic experience will be different, and some might make returning to work particularly fraught. Working with that individuality in mind can help employees feel valued and, ultimately, engender loyalty, Veny said.

“Those little things go a long way with mental health,” Veny said. “Sometimes, even more than an EAP.”

Key takeaways:

  • Constantly-changing conditions are a burden on employee mental health
  • Employees are dealing with varying conditions at home, including fear for family members
  • Empathy is a key component of employee mental health support

Making mental health benefits work better

Most employers already offer EAP’s, and many provide support for behavioral health as well. Mental health benefits will likely play a strong supporting role in your  2021 benefits design. Traditionally, these benefits see low utilization. This year, we’ve seen employees use their benefits, especially virtual ones, like never before.

Telemedicine rates already skyrocketed during the shutdown. Mental health resources seem to have followed suit. In June 2020, HealthJoy provider searches for mental health services increased by 88% from their late-March lows. Employees are clearly looking for support, and you can help by making sure it’s easy to find.

Mental health benefits suffer from low awareness and utilization. Centralizing all your benefits, from mental health to telemedicine, in a benefits experience platform can break down barriers to utilization.

Combating stigma is essential too. Veny advised that many employees won’t even identify with the term “mental health.” If stigma is a barrier in your workplace, consider reframing it in terms of the more universal “stress” instead.

Veny said you can expect to stumble when creating a mental health paradigm shift. As with anti-racism efforts, making a statement of support makes a difference.

“It’s very simple,” Veny said. “Make a commitment to a mentally healthy environment. Just putting that out there, even if you’re faking it until you make it, will mean you’re making it better.”

Key takeaways

  • Employees are looking for virtual support, so work to make finding it simple
  • Centralizing benefits and tackling stigma can make solutions more appealing for employees
  • Commit to creating a mentally healthy environment.

Going beyond mental health for employees

While you work to promote mental health support during return to work, don’t neglect the health and wellness benefits employees also need. Employees struggling with mental and emotional health might need extra support for physical health. The opposite is true as well.

Mullen said employers are exploring how wellness benefits can support mental health during return to work.

“These programs can range from gym discounts, meal prep program discounts, discounts on fitness trackers, or many other on and off-site ways to bring more awareness and energy to the idea that taking physical care of themselves will bring better emotional wellness,” Mullen said.

As COVID-19 cases spike, employees are likely to juggle the fear of getting sick at work. In one survey, 68% of Americans listed their family’s health as their number one worry during the pandemic. That means programs like telemedicine can provide much-needed peace of mind. Open communication and clearly outlined safety protocols can help ease fears, as well.

The workplace reopening conversation is very much focused on plexiglass barriers, work station spacing, and mask protocols. Rightfully so; physical safety is undeniably important as companies consider reopening. But employees’ internal struggles shouldn’t fall by the wayside, either. Offering mental health support that meets this challenge will help companies protect every facet of their most valuable resource: employee wellbeing.

Key takeaways

  • Employee health benefits are essential to easing employee fears
  • To support mental health, go beyond mental health benefits: telemedicine and wellness benefits can help employees, too
Returning to Work? Employee Mental Health Should Top Your List

Returning to Work? Employee Mental Health Should Top Your List

The post-pandemic return to work conversation stands at a strange tipping point. While some offices cautiously reopen, a surge in other states is prompting a second round of closures. The back and forth makes it easy to overlook the one concern that won’t change: the toll all this uncertainty will exact on employee mental health.

How bad is it? A KRC Research poll from May shows that while employees approve of their employer’s COVID-19 response overall, 45% still fear their employer will bring them back to work before it is safe. General anxiety is high, but workers also have a specific fear: in a June safehome.org study, 64% of workers listed fear of in-office exposure to the virus as their biggest return-to-work concern.

No matter when it happens, employees stepping back into the office will be doing so after a period of immense collective stress. Whether they’re struggling with financial concerns, balancing child or elder care, or reckoning with the cultural uprising, the last few months were difficult for employee mental health.

In Part One of our series on employee mental health and return to work, we spoke with experts about the pressing concerns employers must address before reopening.

Understanding unseen stressors

Millions of Americans are lucky enough to be working from home. Yet while we may be grateful for a safe space to operate, it’s important to remember that’s not all we’re doing. As Neil Webb put it in what’s become a pandemic-era meme, “You are not working from home; you are at your home during a crisis trying to work.”

We’re living through a pandemic, experiencing a cultural revolution, and trying to squeeze in work in between. Black employees are experiencing a combination of elevated stress and long-running fatigue as the nation wrestles with racial injustice and systemic racism that often plays out in the workplace. Employers must grasp that changing working conditions will be just another in the long list of stressors for employees.

“This isn’t just a work from home phase like it was before, where it was convenient and a perk. Now it’s a necessity,” Dawn Evans MS, SHRM-SCP, an HR Manager at Blue Sky Agency in Atlanta, said.

Evans conducted one-one-one meetings with all 25 BlueSky employees during their work-from-home phase.

“It really provided me a lot of insight,” Evans said. “From the outside looking in, I didn’t necessarily know everything our employees were facing. They may have health concerns themselves, they may have families with health concerns, they may just have the overwhelming fear about what’s going on.”

The events of 2020 strained mental health for nearly all Americans, Dr. Penny Levin, Ph.D., a psychologist and safety consultant in Philadelphia, said. In a March Census Bureau survey, more than one-third of respondents reported signs of clinical anxiety or depression.

“A psychological vortex is happening right now,” Levin said.

Work and life are crashing into each other, and many of our outlets for stress relief are gone.

“Employees’ mental health has been a concern while they have been home trying to balance being a parent, teacher, and employee all while having very little socialization and breaks,” Irene Little, Psy.D. a marriage and family therapist and CEO of Access Counseling Group in Frisco, Texas, said via email.

The lack of childcare, school schedules, and structure is especially difficult for working mothers. One example: in March, after the shutdown made childcare services impossible, the Lily reported women making the choice to leave their C-suite careers rather than juggle parenting at home.

“I’ve seen a lot of women struggling to care for their children while working full-time at home,” Levin said.

Working parents will face a new set of challenges, including worries about the health of children returning to childcare, summer camps, and school.

You can’t predict reopening’s impact on employee mental health

Imagine that 2020 is a stack of mounting pressures. There’s a pandemic, police violence, a cultural revolution, historic unemployment. Each employee will experience this year differently, but it’s a safe bet they’re all under stress. Will navigating an office reopening topple the stack?

First up is uncertainty. Messages from the state, local, and public health officials are confusing and often in conflict. Employees hardly know how best to react.

“In the beginning, it was really simple. Don’t go out, period. People adjusted to that,” Levin said. “I think as things are opening up, the uncertainty is causing more anxiety.”

For one thing, here’s no uniformity between states. As we spoke, Levin and I compared Pennsylvania’s “yellow” status to Illinois’ “Stage 3.” Large employers may contend with reopenings that look, and sound, different from state to state.

Rising case numbers in the South and West caused some already-open employers to step back their plans. That was the case for Dawn Evans’ Atlanta-based office. They had started a phased, distanced reopening, which she said brought relief to many employees. As case counts changed, their plan did, too.

“Cases started spiking again, so we’re now back to going into the office only as needed,” Webb explained.

It’s just one example of the stress that could accompany returning to work. Priya Jindal is a transition management consultant and the founder of Nextpat. She coaches on the challenges associated with returning to familiar places. Her recent work focused on providing information and workshops to diplomats on resilience and decision making during and after evacuation.

Jindal said via email that while returning to the workplace might feel easy and familiar, it will likely present unexpected challenges.

“Many people and businesses assume that things will simply pick back up and return to normal. Yet for many, they will find that the time away from the office may have reprioritized things in their life, that things that were irritating before are now infuriating, or that they no longer feel connected to the people that they were once close to at work,” Jindal said.

The pandemic added a risk tolerance requirement to this mix as well, Jindal said.

“Some individuals may not feel that their workplace is doing enough to keep them safe, while others will think it’s too much. Disagreements about personal safety can escalate quickly, due to their personal nature,” Jindal said.

In other words, employers will have to work hard to create a workplace that feels “safe” to all returning employees.

First, prioritize communication

In terms of mental health, some experts say a safe work environment could provide desperately-needed benefits beyond the obvious financial ones.

“There are some positives to having people return to work, as they will have some additional space and compartmentalization of their time,” Little said. “They will get more socialization with more people outside of their home and to return to a sense of normalcy.”

Employers shouldn’t overlook potential hazards, either Little said. Employers can support them — and protect the health of their company — by tending to both.

“There is much research that indicates that employees who have the support of their employer to get themselves or their family members help are more productive, more loyal and have far fewer unplanned days off from work, which greatly improves the company’s bottom line,” Little said.

Evans said that was her approach. In the early days, they hoped a vague policy would empower employees to decide what was in their best interest. Instead, a lack of guidance bred anxiety. So, they used employee input to develop a three-phase plan.

“We found that our employees’ anxiety quickly dropped because they had a roadmap of what we’re striving to do, and they could make decisions from there,” Evans said.

In terms of employer response, “We don’t know” and “We’re all figuring this out together,” are better responses than silence, Levin said.

“To the extent that employers can normalize the worries and concerns that employees have, it will help the adjustment,” Levin said.

Openness and listening will be paramount to quieting employees’ fears, as will resources and stress management tools, Levin said. For instance, studies show exercise may be as effective as psychotherapy or medication at treating the symptoms of stress-related anxiety and depression. Employer programs that emphasize physical wellness alongside mental health support ease the transition for employees as they return to work.

In our next post, we’ll dig into the workplace programs, benefits, and solutions employers can take to preserve employee mental health when returning to work.

How Employee Feedback Helped Us Plan Our Return to Work

How Employee Feedback Helped Us Plan Our Return to Work

In March, when we closed our Chicago and international offices in response to the pandemic, we didn’t think our June would look this way. Or our July. Or our August. We certainly didn’t anticipate this decision: we won’t ask any HealthJoy employee to return to work before March 1, 2021.

This “no questions asked” policy will mean that even if we open our office on our present target date of October 1, that reopening will be optional for employees. From the very beginning, we took the time to research our options, understand what we’d need to do to create safe work environments, and share ideas with our peers in the space. Most importantly, we asked our employees: what would make them feel safe at work?

What we learned helped inform our decisions about HealthJoy’s return to work strategy. It also gave us insights that will continue to tell us how we’ll work in the future. My hope is that sharing our process and understanding might help other leaders make these difficult choices alongside their employees.

Our employees want more clarity before returning to work

We sent a survey to all our 220 employees, and 169 responded, yielding a response rate of over 75%.

To start, we asked employees: if the office were to reopen, which best describes your intention around returning to work?

  • 39% responded they would “prefer not to return until there is more clarity about COVID-19 and a vaccine or treatment.”

Other employees were more confident.

  • 24% said they’d prefer to return to work as many days as allowed, and 22% responded they would occasionally return, 1-2 days per week if they could.
  • The remaining 15% split the difference, saying they would like to return minimally, 1-2 days per month.

Overall, we considered the message from our more cautious employees to be the strongest. In short, many of our employees aren’t comfortable returning to work yet. 

As the situation in our home cities around the world changes day by day, their message to “wait and see” makes sense.

healthjoy return to work results

Our employees feel effective working from home

We can’t overstate the challenges of working from home right now. We knew our employees were juggling not just a change in desks but family pressure, school schedules, canceled childcare, and even uncomfortable working conditions. We anticipated a drop in productivity and were ready for employees to rate their effectiveness as lower at home.

What we learned surprised us.

  • On a scale of 1-5, 80% of employees ranked their work effectiveness 4 or 5. In fact, out of 169 respondents, 78 reported there had been no change in their effectiveness since transitioning to remote working.

After finding out that many employees were uncomfortable returning to work now, we were pleased to learn that they also felt effective working from home.

A dip in productivity wouldn’t drive our decisions about returning to work, but knowing that the trend is positive helps reinforce our decision to stay home for the summer. Some of our departments have shown encouraging increases in productivity, which backs up our survey results.

In the future, our employees want more remote work

Like many other companies, we’re using this time to reassess how and where we’ll work in the future. While we aren’t planning any significant changes to our remote work policy, we saw this as an opportunity to assess how employees feel about remote work after a period where it’s their only option.

Our survey found that most employees responded they wanted to be “flexibly remote;” 37% responded they wanted only to be remote when necessary for personal reasons. That’s good news for us, as HealthJoy already supports a policy of work-from-home flexibility.

Given the results of our effectiveness survey, we weren’t surprised to learn that a significant slice of employees (31%) said they’d like to be primarily remote, coming into the office only 1-2 days per week.

Eighteen percent responded they would want to be 50% remote, and 14% answered they would like to be completely remote.

Taken together, that means 63% of employees would like to work remotely for some portion of their week. Maybe employees are learning what’s possible with a more remote schedule, or perhaps their response reflected some fear about returning to the office. Regardless, it’s something we’ll take into consideration moving forward.

A lack of collaboration, despite Zoom

We asked employees what their most significant business challenges were since going remote. A lack of collaboration, and in particular quick collaboration, ranked among the top two business challenges. That was particularly interesting to us as employees also listed an increase in meetings as a top challenge.

With that in mind, we’re working to develop new collaboration methods that go beyond “let’s hop on Zoom.” We want employees to feel like they’re part of a team and can collaborate quickly, without needing to be on video or chatting on Slack all day.

 

We’re doing what we can to make employees comfortable

We asked employees to tell us a bit about their struggles, as well. Their top two concerns were a lack of human interaction and a lack of adequate office setup.

The first concern isn’t something we can safely remedy at this time. However, it is a crucial issue to keep a pulse on as we weigh the risks and rewards of returning to the office.

We can remedy the issue of inadequate office setup. In addition to sending out monitors to employees, we’re providing a stipend to purchase office furniture, headsets, or other tools to make the work-from-home experience more comfortable. Employees will be able to bring their desk furniture, including standing desks, monitors, and chairs, home for as long as needed.

Finally, we’ve made it clear that this is an open exchange. We want employees to know they are supported, both mentally and physically, during this time. Our Employee Assistance Program is always available through the HealthJoy app. But we’ve encouraged connections among coworkers, teams, and with our People Operations team, too. We will continue to ask how we can do better.

Our goal is to help employees work as safely and productively as possible, for as long as our “new normal” is necessary.

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type='text' value='' class='large' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_12_4" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_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_12_4' type='text' value='' class='large' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_12_5" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_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_12_5' type='text' value='' class='large' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_12_6" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_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_12_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_12_7" class="gfield gfield_contains_required field_sublabel_below field_description_below 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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/2020/07/' > <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/2020/07/' > <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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