Why We Were Thankful for HR in 2020

Why We Were Thankful for HR in 2020

What else can we say about working in 2020? There was upheaval at work, at home, and in every corner of our lives. We balanced priorities and tried to manage the impossible on a daily basis. This year, we asked our HR teams to juggle all this in their own lives while tending to the needs of their people.

In the spirit of Thanksgiving, I asked my HealthJoy teammates about the ways, big and small, that our own People Operations team has navigated us through a (insert your chosen adjective here) year.

HR, this post is for you: for all the support you’ve provided this year, all the ways you’ve helped us work through the unexpected, and all the efforts you’ve made to lift our spirits.

I am SO grateful for our People Ops team as we wrap up an especially challenging year. Not only has this team helped CS hire and onboard 7 new team members 100% remotely, but they have also been so creative and consistent in providing morale-boosting opportunities as we have navigated through such an uncertain year. The virtual breakout game rooms, cooking and mindfulness/yoga sessions, and light conversations in our company Slack have all helped us maintain a strong sense of ongoing connection and support with our peers. We can’t thank you enough!! 

Sarah Holland, Manager, Customer Success

I believe our People Ops team is simply amazing! Despite this being a very difficult year for a lot of us, they all found amazing ways to keep us all engaged and prioritized our wellbeing. It feels amazing knowing that we’re taken care of at work when it seems like everything else around us is so uncertain. Thank you People Ops team for making us all feel cared about!

Nirav Shah, Controller

The reason I’m thankful for the People Ops team is that I have never worked with such kind and selfless people throughout my career. Through all the chaos and craziness of COVID/working remote/recruiting and onboarding all our new employees, they always put their personal stresses/worries second, and put HealthJoy and its employees first. They are so concerned about our employees’ happiness and satisfaction, and it permeates every action and decision they make. They are remarkable women that I’m honored to get to work with!

Brad Aaron, Chief Operating Officer

Our Chicago People Operations Team

I am thankful for all the efforts to keep the company connected during this difficult time – from Zoom calls, new Slack channels, work from home stipends, and team budgets. I am also thankful for the team’s effort to go from zero (hiring freeze) to 60 (the all-out hiring blitz we’ve been on) with a great attitude and great execution!

Andrew McDonald, VP of Finance

I’m thankful for People Ops because they helped me through the recruiting and onboarding process 100% remotely. It was a smooth process. Also – I’m thankful for People Ops because they’re helping me find a fantastic PMM hire and are kicking butt at it (all while hiring TONS of other people).

Jaclyn Rose, Product Marketing Manager

I’m grateful for our People Ops team’s help filling vacancies for our department despite the colossal workload and implementing a health insurance program.

Natalie Fedotova, Finance Manager

Our Ukraine People Operations Team

The People Ops Team cares so much for HealthJoy’s employees and it is evident in everything they do. Last winter during the busy season, I remember one particularly stressful day, a few of the individuals from People Ops surprised our team with coffee and treats in the morning. It lifted our team’s spirits and just showed how the team continuously goes above and beyond to care for each team and individual in our company. This past spring, some of the People Ops team members took extra time to help research monitors that would work in my small WFH space and made sure that each member of our team had everything they needed to keep renewing and launching clients without missing a beat. I am so thankful for the thoughtfulness and work the team does above and beyond their daily roles!

Anna Gokey, Implementation Manager

As a new employee, I appreciated the 30/60/90 day check-ins. It helped to make sure that my onboarding was as smooth as possible. Also, the team does such a great job of making sure we all stay connected while working remotely with virtual yoga breaks, happy hours, trivia, etc.

Kenisha Baxter, Sales Manager

Thanks to our People Ops team for finding ways to do it all. You find and hire talented, kind people, you bring them in and make them feel welcome and you check in with them along the way to make sure they’re getting the support that they need. I’ve personally felt the warmth and helpfulness of our People Ops team with check-ins and training sessions which remind me that they’re around if I need anything.

Niral Patel, Product Manager

I am so thankful for our People Ops team! I’m thankful for Courtney because has been such a great role model and leader since my first interview with HealthJoy. She has such a powerful way of connecting with people and making them feel special. Forever thankful that she took a chance on me to join the HealthJoy team. I’m thankful for Mallory because she is always on top of her game and looking out for everyone’s best interest. I am super appreciative of all the hard work she puts into making HealthJoy, HealthJoy. I’m thankful for Meg because she is a rockstar of a leader. Whether it’s scheduling individual one on ones to see how I’m doing or helping out the team with any needs, she is always willing to listen and help out. I’m thankful for Chelsey because she came into her role at HealthJoy and instantly connected with me. I’m thankful for the conversations we’ve had so far and can’t wait to continue to watch what she does at HealthJoy.

Katherine Killian, Senior Sales Development Representative

The People Ops team has truly put the people (employees) first during these uncertain times with increased efforts in hiring the best talent, safe in-person meetups, virtual hangouts, and lunch and learns. For instance, Chelsey helped the Finance Team hire an accounting intern even though her plate was already full. Mallory goes to the office regularly to pick up customer checks and deposit them at the bank. I’m really grateful for their help!

Brian Reynolds, Senior Accountant

There is so much coordination and communication for getting new hires prepared for their first day, especially while everyone is working remotely and tech is in high demand. Mallory has shown incredible flexibility and thoughtfulness in transferring some aspects of the process to me and altering her own to accommodate security needs and our growth as a company. It has been so pleasant to work more closely with Mallory and Loren to make sure new hires feel welcome!

Sarah Tam, Compliance Analyst

We can’t say enough about the People Ops Team! From scheduling such great summer events this past year, to being a sounding board to help managers support teams this year, to countless hours of support on hiring—People Ops has provided tremendous support. We’re so thankful for you, People Ops!

Sarina Asher, Director, Customer Success

I’m grateful for the HealthJoy People Ops team. They’ve provided fun and creative ways to keep our remote teams connected. I especially appreciated the trivia! In 2020, human connection is paramount.

Aime Landaburu, Sales Director

The People Ops team helped us TRIPLE our amazing team and made it a breeze for us while doing it!! Recruiting, interview prep, onboarding help – they do it all!

Connor Shefte, Implementation Manager

I’m thankful to Mallory for creating and organizing a full schedule of small, in-person meetups this summer. It was so great to see HealthJoy’ers in person during this challenging summer! I’m also thankful to Courtney for recruiting our fleet of amazing new hires! Lastly, to the entire People Ops org, I’m thankful for how they keep the HealthJoy spirit and culture alive, even when we are all apart.

Katrina Slavik, Implementation Manager

Our People Ops team is just incredible. Reading the responses from my coworkers gave me so much insight into the projects they’ve gracefully juggled this year. I’ve felt uplifted by their attitudes and their support, and I love collaborating with every single member of the team. If they didn’t know how grateful we were before, I hope they do now!

Claire Wiseman Imber, Senior Content Specialist

I would like to thank the People Ops team for being extremely instrumental in recruiting our two newest Bill Review Specialists/Healthcare Advocates. Additionally, People Ops has been supportive in the onboarding process, as well as checking in with us as a team to ensure we have all the necessary tools to be successful in our personal and professional endeavors.  Thank you so much People Ops, for all that you do for HealthJoy as a whole!

Angelique Williams, Healthcare Bill Review Team Lead

Mallory and Courtney made it such a smooth, informative, and friendly onboarding experience. I didn’t realize I was one of 20+ people Courtney had hired in August because I did not feel like a number. She listened to every word, was very responsive and respectful of my time, and spoke so highly of working at HealthJoy. Now I understand why.

Blaire Staff, Customer Success Manager

Starting a new job remotely (and during COVID-19) can be stressful, but the HR team made it as easy and fun as possible. From their built out onboarding process to their friendly check-ins, they’ve truly made me feel welcome and prepared to be a part of the team!

Katie Pratt, Senior Communications Specialist

Amanda, Megan, Loren, and Mallory have been fantastic partners in growing the Data Team. Coming from a smaller startup where I handled all aspects of recruiting, interviewing, and on-boarding myself I know how much work they are putting in (and saving me!). I’m beyond thankful I’m able to partner with them as we continue to grow our team.

Alex Viana, Director of Technical Product

I am very thankful for the kindness and warmth showed to me during the recruiting and interview process. From the first conversation I had with the People Ops team, I felt the nurturing culture of HealthJoy and it only continued once I was able to officially become a part of the company. They made the virtual new job process far exceed my expectations.

Courteney Grosser, Customer Success Specialist

I’m thankful for how accommodating the team has been as we all adjusted to working from home. The team did not miss a beat in making sure we were prepared and set up in our home offices!

Kate Frankenberg, Senior Brand Designer

The People Ops team is constantly thinking about the mental health and wellbeing of their fellow HealthJoy colleagues. With what has been a very stressful Q4 and year, the People Ops team is always there to listen on top of their work and projects they have going on. Without the People Ops team, our culture would not be possible.

Ryan Schneider, Senior Customer Success Manager

Fall 2020 Product Updates

Fall 2020 Product Updates

It’s been an exciting and often uncertain quarter for many of us. At HealthJoy, we’ve settled into our remote work routines and have focused on tackling some exciting product updates just in time for open enrollment. In addition to delivering some product enhancements for the app and the client dashboard, we’ve also been doing some behind-the-scenes product planning to expand our offerings further. HealthJoy clients will see these things come to fruition in 2021.

Improvements to the Client Dashboard

This quarter, the product team made considerable strides in improving the HealthJoy client experience. These new updates and many more are accessible through the HealthJoy dashboard, our clients’ home for HealthJoy. The dashboard makes it simple for employers to manage their HealthJoy account, track their goals, and communicate with employees.

Introducing Self-service Wallet Card Customization

Clients can now customize the look, feel, and content of individual wallet cards displayed in our app within the HealthJoy dashboard. With increased customization, you can focus on the exact details most relevant to your employees and change what’s displayed at any time.

HealthJoy’s digital wallet keeps all your employees’ benefits cards in one mobile, always-available location. Though these cards were always customized to display an employee’s plan elections, some features were limited by company size. Our most recent product updates have unlocked even greater customization for large employers and made this feature available to employers of every size.
You can add sections to the card, format style and color, and change the hyperlinked text displayed on the card from the dashboard. You can even link out to a PDF for additional information.

view of healthjoy wallet card customization
Client Renewal Process Improvements
  • Our product team recently rolled out significant improvements to our renewal process. These efforts will make it easier for renewing clients to transition to another year of HealthJoy service seamlessly. Updates to the process include:
  • We’ve shortened the renewal process. Renewing clients will only need to update important plan year documents (e.g. SBCs) and add/edit benefits that are changing for the new plan year. We will automatically pull over the rest of their benefits information from the previous plan year to the new plan year.
  • You’ll see clearer timelines which more closely mimic the implementation process. This will make your timeline more familiar and easier to navigate.
  • Moving forward, we will save plan year information. For instance, you’ll be able to view your 2020 plan year, 2021 plan year, etc. and easily switch between them.
    In the future, you’ll be able to view changes that have been made compared to a previous plan year, adding another level of historical analysis. Look out for this additional renewal update in 2021.
Coming Soon – Broadcaster

This long-awaited self-service tool will enable clients to send push notifications directly to members through the dashboard with minimal involvement by the HealthJoy customer success team.

Broadcaster communications will be simplified by our pre-written templates and suggested cadences, including notifying spouses of benefits available to them, promoting a wellness event, launching a brand new benefit, and more. Our templates will be written using industry best practices we’ve developed over the last 5 years.

You can also create fully custom communications to meet your needs. Either way, these notifications will allow you to interact directly with employees, their spouses, and their dependents using app notifications. Best of all, there is no additional cost for HealthJoy clients.
We’ve released this feature to a small group of clients this quarter and are already seeing incredible enthusiasm. We know you’re eager for even more ways to reach employees during this hectic time of dispersed work and divided attention. So, we’re really looking forward to rolling Broadcaster out to all HealthJoy clients in early 2021.

dashboard preview

Improvements to the HealthJoy app

Spanish Translation

The app is available in Spanish as of earlier this fall. If the phone language is set to Spanish, the app will switch the default language to Spanish. Otherwise, members can manually change the app language to Spanish in their settings. The menu, navigation bar, chat, inbox, and profile are all available in Spanish. NOTE: benefits wallet and plan benefits are not currently available in Spanish.

Looking forward

As we charge toward Jan. 1, we’re excited about the future of our product roadmap and our focus on continually improving the HealthJoy client experience. We’ll be expanding our clinical services with the help of our new Chief Medical Officer, Dr. Patricia Pechter, and making improvements to our mobile application. And, of course, we’ll continue to improve the HealthJoy client experience and jazz up client tooling. 2021 promises to be an exciting one for HealthJoy. We hope you’ll stay tuned.

4 Tips to Maximize Utilization When Launching New HR Initiative

4 Tips to Maximize Utilization When Launching New HR Initiative

This post was originally published in August 2018. It was updated in November 2020.

You’re about to launch an exciting new HR initiative, and everything’s in place to ensure it’s a smash hit. Everything, that is, except your employees.

As an HR leader, launching a new program feels like a complicated juggling act. You face budgetary concerns, culture fit questions, and an uphill battle to buy-in from upper-level management. We haven’t even mentioned your list of existing tasks. Once the program is finally ready to launch, it’s tempting to breathe a sigh of relief, sit back, and watch the program work its magic.

But long-term program success doesn’t happen with the flip of a switch. Merely having a value-adding program is not enough. For any new initiative to make a real difference, employees need to use it. Not only that, but utilization needs to be high.

A new HR initiative is useless if it’s underutilized. No matter how fired-up you may be about the value it will add, it’s crucial that your employees feel the same way. Here are four simple, essential steps to winning higher employee utilization when launching a new HR program:

Spread the word

Clear communication of your program to employees is the foundation of a successful rollout. During a new program launch, HR departments should proactively communicate with and rally employees at three key touchpoints:

  • Preliminary communication: Before you reach the rollout stage, start generating buzz for your program internally. Send out an email giving sneak peeks that highlight some of the coolest features of the program. It may also be helpful to reach out to the program vendor to get tips on how to build excitement for the launch based on past rollout experiences at other companies (see our post How to Simplify Benefits Communication for Open Enrollment for more).
  • Communication during rollout: The rollout period should be informative and appropriate. Don’t assume bigger is better—depending on your organization, intimate small group meetings may be more appealing to employees than bigger lecture-style presentations.
  • Follow-up/after rollout: Continual communication post-launch is essential to integrate a new program permanently into your company culture. Make sure to maintain follow-up communication in a frequent yet focused manner, so employees aren’t overburdened with information. It’s important to repeat, repeat, repeat—even if employees don’t hear you the first time, they’ll remember where to go when it matters.

When communicating with employees, consider the “rule of seven” from marketing. This is an old but relevant concept that says that someone needs to hear or see a message over seven times before it enters their consciousness. You can’t expect to fire off a single email and have it work for you—it’s always better to over-communicate.

Educate your employees

Once employees are aware that the program exists, they need to know how to take advantage of it so that it can enhance their lives. Awareness and education sessions can be leveraged to dive deeper into the features and functionalities of a new program, especially if it has an app or tech-based component.

While it may be easier to put employee education on autopilot, any effort will be more rewarding if it is well-suited to your workplace culture. Try to think outside the box; instead of sending emails, take advantage of new media platforms, or create engaging visuals to display throughout the workplace. The best clues are found just by knowing your employees. If no one reads the company newsletter, then perhaps a different medium, such as an informal get-together, might be a more effective setting for coaching employees.

Overall, education will help employees understand the true value of the benefits they are receiving. Once they know exactly what they have and how it works, they’ll be quick to realize what it’s worth, which will drive up utilization rates naturally.

telemedicine and hdhp
Telemedicine Benefits Guide

Telemedicine use is growing at an exponential rate. In this guide, we’ll share our best tips on how to make this underutilized benefit work better for your company.

Learn more »

Designate internal champions for your HR initiative

Sometimes people will only listen to you if you know what it’s like to be in their shoes. Relatability is a key factor in getting people’s attention, establishing credibility, and building trust. Thus, with any new program or initiative, sharing examples of employee success that people can relate to is invaluable.

One great way to go about this is by designating an internal champion who is devoted to the program and truly believes in its value. When a single person is passionate about a program, they have the potential to inspire many others to jump on the bandwagon.

For example, take a story we heard from one woman who saved her husband’s life using the HealthJoy app. Her husband never sees a doctor and doesn’t use medical care. One day, they were driving home from vacation when the husband said he wasn’t feeling well. The woman insisted they needed to go to a hospital, but her husband refused, saying he just needed to lie down. The woman said, “I have this app on my phone. We can talk to a doctor in 10 minutes, and if they say you need to go to the hospital then we are going. Deal?” He agreed, and they used the app to do a telemedicine consult. The doctor said he needed to go to the hospital, and it turns out he was having a heart attack. When they arrived, they told them if they had delayed in going to the hospital, he might have died.

Sharing this type of success story, especially when it comes from employees themselves, is one of the most effective ways to get people moving and convinced about a program’s value. Don’t be afraid to champion an employee and let them lead from within. Their genuine support of the program may be enough to convince the entire workforce.

The right incentives matter

Employees often need an extra push to engage with a new HR initiative and see for themselves why it works. Incentives are financial rewards for successfully exhibiting a behavior. Depending on your program, different approaches can lead to equally fruitful employee participation.

Sometimes it works well to provide small incentives to randomly selected employees who successfully complete the desired behavior. By giving people the chance to win (rather than a guarantee), you can create strong motivation without producing entitlement. These incentives can take the form of raffles for gift cards, prizes, tickets to events, and more. Other times, more significant incentives are needed when the behavior is hard to achieve or if the reward to the company is greater than the individual reward. For example, having an employee go to a local MRI provider whose fee is $500 vs. going to a hospital for the same procedure with a fee of $10,000 might require a more significant incentive, but the payoff is also greater.

To drive utilization, you need to choose the right incentives. In other words, the target behaviors being rewarded must motivate employees to engage with the program and experience its benefits firsthand. For instance, the incentive for a 100-day step challenge should go to those who meet their weekly step goal, not just those who sign up for the program.

Lastly, make sure that employees are aware of the full value of the financial benefits they can receive by participating. Healthcare and benefits are complicated, and employees may not always understand what they’re getting in return for their time. MetLife’s 2020 Employee Benefits Trends Study found that employees who understand their benefits are more likely to rank them as “must-haves.” For instance, the study found that among those who said they understood their medical insurance, 89% ranked it as a “must-have.” Among those who said they did not understand, only 71% ranked medical insurance as a “must-have.”

When they fully understand a program, employees are more likely to see its value, and will undoubtedly be driven to participate at higher rates.

Launching a new HR initiative is stressful and tedious, so you need to guarantee that your diligent efforts pay off in the form of high employee participation rates. From employee benefits to compensation to performance management, attracting high employee utilization is key to the success of any new HR initiative launch. Follow these steps, and you’ll find that all the hours spent convincing the C-suite to support your spectacular new program were completely worthwhile.

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<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/2020/11/' > <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/2020/11/' > <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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