How the HealthJoy Benefits Wallet Works

How the HealthJoy Benefits Wallet Works

Using benefits is notoriously difficult. It seems that no matter how much is shared during Open Enrollment, when it comes to actually remembering, finding, and, and putting our benefits to use, a disconnect persists. This is especially true for under-the-radar benefits like telemedicine and employee assistance programs (EAP’s). In fact, in our recent State of the Benefits Experience Survey, only 11% of HR pros told us they believed their employees were aware of all the features of their EAP. The same group said basic questions, like where to find contact information, were the most frequently asked by employees.

HealthJoy’s benefits wallet brings everything together and makes it easy for our members to find and use their benefits. It’s customized to each member’s elected benefits, and flexible enough to support whatever plans HR teams have up their sleeves for the year ahead. In this post, we’ll offer a quick look at what employees and HR teams should know about how it works.

What is the benefits wallet?

The most important employee benefits information is all too often buried in a benefits booklet. When you need them, getting answers can mean toggling between an intranet site, a benefits portal, carrier and vendor websites, and a bunch of apps. In short, a confusing process gets even more frustrating. The HealthJoy wallet helps members get the facts, contact information, and plan details needed to make smart decisions.

First, it relies on a familiar format. This digital wallet, accessible from the menu, includes cards for each benefit. Just tap a card to see the most important details of each, such as contact information, deductible amounts, and copay costs. If you’ve ever rifled through your wallet in desperate search of a missing insurance ID card, you know just how valuable an always-available member version can be.

 

healthjoy benefits wallet and chat

Typically, HealthJoy adds a card for every benefit in your package, including health, vision, dental, wellness, EAP, behavioral health, pet insurance, prescription savings, and gym discounts. You can also connect your financial accounts, so near-real-time details on your HSA, FSA, HRA, 401k, and more are on hand for easy reference.

We tend to need our benefits most when time is short and tension is high. Think of the kid who’s sick in the middle of the night, the after-hours cough that develops into something more, or the copay question that only occurs to you in the doctor’s waiting room. The information in the benefits wallet—along with the right on-demand support from our healthcare concierge team—makes it simpler to make the right healthcare decisions, even under pressure.

Simplifying benefits for employees

Here’s how it might look to use the HealthJoy benefits wallet (inspired by a real story from one of our members!):

Imagine you’re experiencing mild respiratory symptoms but don’t want to go straight to the doctor. You open the HealthJoy app and flip to the benefits wallet, wondering about your options. With a few taps, you can see the cost of a primary care visit, your urgent care coverage, and details about resources for COVID-19, including online medical consultations.

You follow a few quick prompts and are set up for a virtual consultation with a medical provider. You talk within the hour, and he points out that since your symptoms are mild and you haven’t been exposed to coronavirus, you can stay home and monitor your health. You get to rest easier knowing that a provider is within reach. And, you know you’ve saved by choosing online medical consultations for a low flat fee.

Healthcare and benefits aren’t getting less complicated, but the benefits wallet means that at times like this, the most important information is always within reach.

A smart experience for HR

The HealthJoy benefits wallet not only drives a smart experience for employee members but for your HR team as well.

For starters, it helps reduce the confusion that leads to endless HR questions. Our State of the Benefits Experience Survey revealed that on average, HR is spending nearly one-quarter of its week answering benefits questions. And, as we already mentioned, many of those are basic—where to get help, how to find details, or about what’s covered. The benefits wallet keeps many of the answers they’re looking for in easy reach. That means employees won’t need to email you for ID cards. With the app in their pocket, they’re a few taps away.

And, with our newest product updates, it’s easy to focus on the exact details HR needs to answer those common questions. Through the HealthJoy dashboard, HR teams can customize the look, feel, and content of individual wallet cards. You can add sections to the card, format style and color, and change the hyperlinked text displayed on the card. You can even link out to a PDF for additional information. Even better, you can change what’s displayed at any time. Getting more questions about a specific benefit? Update the text to include key details. Need to add a card for a benefit? It’s all at your fingertips.

Finally, the benefits wallet can mean a smoother transition when you update or roll out new benefits—especially when teams are remote. Perhaps you want to debut a new wellness initiative for employees working from home or are instituting a ClassPass credit midway through the year. Even an expected change in the yearly plan design can create confusion and questions for HR, but the benefits wallet eliminates this problem by keeping the plan details updated. Employees don’t have to worry about where to find these changes because the benefits wallet serves as a single source of truth.

A wallet for their needs (and yours)

With the HealthJoy benefits wallet in hand, members can find the support and resources they need to make better healthcare decisions. That means less frustration for them and less of HR’s time down the drain. With new customizations and a personalized experience for everyone, it’s ready to evolve with your benefits package, no matter what the year ahead may bring.

HR’s Biggest 2020 Lessons – In Their Own Words

HR’s Biggest 2020 Lessons – In Their Own Words

This year upended nearly every aspect of the working world. It meant learning about risk tolerance, stay-at-home orders, and “PPE.” We’ve watched companies reckon with racial injustice and seen whole workforces shift permanently to a remote model. Most recently, we’ve lived through a contentious and divisive election.

Dr. Meagan Baskin, Ph.D., a professor of strategic management at the University of Tulsa, is researching workplace bias toward gender and parental status. She said in 2020, one major factor contributes overwhelmingly to others: a lack of connection.

As workplaces shifted quickly to a remote environment, they faced communication issues that only made the swirling social, emotional, and health-related dynamics more complicated for HR.

“Getting them connected is at the forefront of all the challenges with wellbeing, bias, etcetera,” Baskin said. “It all stems from the inability to be connected with each other.”

Baskin said employers learned a lot about remote work in 2020, but they’ll need to reckon with challenges presented by a remote environment if they hope to successfully move forward. And they’ll need to do so at a time when everything is in flux.

“We’re having a crisis,” Baskin said. “It’s not business as usual.”

As we (finally) approach 2021, we wondered what lessons—about remote work, culture, and other challenges— HR professionals longed to share. Here’s what this tumultuous year taught 10 of them, and their suggestions for how we can adapt.

 

“This year has proven that when you take care of your team, then they are empowered to take care of the business. Supporting employees holistically is more important than ever, and that includes addressing their mental and emotional needs. Employees bring their whole selves to work, so we have to look at them as more than what they can produce. I would recommend leading with compassion and grace because it has a direct impact on employee engagement and retention. Competitive compensation and benefits aren’t enough to retain top performers anymore. Workplaces have to be able to compete on culture, and compassion is a huge part of that.”

Courtney Underwood, HR Alignment Strategist, Kassar Consulting

“With everything that has happened this past year, I realized it has become even more important than ever to support underrepresented communities. This is why I started WorkWider. And while race has been foremost in everyone’s minds lately, we also recognize there is a range of underrepresented groups and that’s why we specifically include: BIPOC, LGBT+, veterans, individuals with disabilities or neuro differences, as well as women and others over 50, all of whom experience to some degree being overlooked for hiring but maybe more than qualified for a certain position. We are striving to get everyone an equal footing when it comes to having access to job opportunities. Creating a culture where everyone is valued, welcome, and heard. Ensuring that you have representation at all levels of the organization goes a long way with employees, especially with people of color.”

Michele Lanza, Founder at WorkWider

 

 

“If 2020 has taught us anything, it’s that we need to think more strategically about worker safety. Companies who realize that their employees are their biggest assets have gone to great lengths to ensure their safety. After all, even a relatively small outbreak at an office or retail location could devastate a business already struggling under the pandemic.”

ben lamarche

Ben Lamarche, General Manager, Lock Search Group 

 

“I think the best thing any business owner can do right now is listen to their employees. It’s important to keep in mind that you need your employees as much as they need their job. Taking care of your staff makes them happier and more productive, and is ultimately an investment in the future of your business. Happy employees are also more likely to stick around with your company for the long term. Recruiting, onboarding, and training new staff has become far more complicated during the pandemic than it was before, so there’s extra motivation right now to hang on to your good staff and avoid this hassle.”

jonathan hill

Jon Hill, Chairman and CEO, The Energists 

 

 

“First of all, I see that HR as a function has been valued like never before by businesses and hopefully they continue to see the value HR professionals can bring to a company, not just during a crisis. But when it comes to employees, the main lesson that I have learnt is how valuable it is for employers to be able to provide a more flexible way of working. By making work more flexible, we are opening up for a brand new type of workforce and are able to include more people in our candidate pools when hiring. I believe that this is an integral part of working towards a more diverse workforce since we are not excluding people who might need more flexibility but are still able to deliver the same result, like working mothers. The next phase is how to train and prepare leaders on how to manage a remote workforce.”

William Taylor, Career Development Manager at VelvetJobs 

 

 

“2020 has shown us how important our mental health is, not just within the workplace but in our life in general. We, as employers, need to understand that everyone is going through their own struggles at home and there are always ways that we can help. We’ve become more understanding and I hope that more businesses adopt the same approach to their staff mental health.”

ethan taub

Ethan Taub, CEO, Loanry 

 

“2020 showed us that remote work would become a part of our new reality also after the pandemic. Organizations noticed that employees are productive regardless if they work from the office or home. I’ve realized that people want more flexibility when designing their schedules. Some colleagues prefer to go to the office every day, and work from 9 am to 5 pm. Others want to have a more flexible schedule, be more at home, or go for a gym session during their workday. As a hiring professional, I see that my new role is to understand employees’ needs and preferences and align them with the company’s objectives. Our goal is to find a balance between the need for team collaboration and employees’ individual needs. We want to offer possibilities that make our teams happy and allow them to establish a healthy work-life balance. On the other hand, we want to make sure that our company’s culture doesn’t suffer. We don’t want our employees to focus exclusively on their work. It’s crucial that they also find time to build and maintain relationships in their workplace. My new priority is to support them in achieving it.”

Jessica Lim, HR Manager of LiveCareer

 

“The biggest lesson 2020 has taught me from an HR standpoint is to lead with empathy. COVID-19 has impacted each member of our team, from team members that have children to individuals that have preexisting health conditions. It’s important for HR to be understanding of each person’s story and their life outside of the workplace and to offer support and flexibility whenever possible amid this unprecedented time.”

Dana Case, Director of Operations, MyCorporation

 

 

“The most important lesson I learned is that WFH isn’t exactly everyone’s cup of tea. You would like to believe that everyone loves to work in their pajamas or playing with their dog during breaks, but not everyone is sold on WFH. Personally I love it, but I also learned that not everyone is the same and some of our employees really dislike the experience of working remotely for the first time.

I found that it mostly applied to extroverts, since introverts, which make up a good portion of the coding world, have no issues working in pajamas with a bowl of cereal in one hand at all times. So we had to adjust to make working remotely more tolerable to our employees by incorporating more video calls and regular team-building activities to keep everyone feeling more connected. In other cases, we merged some of the smaller teams into one bigger team to promote more social interaction during work.

So there is no one-size-fits-all solution when it comes to keeping everyone happy now that working from home is the norm. The most important thing is to look at it on a case-by-case basis and see how you can make their remote working experience more tolerable, including re-assigning job positions as needed.”

Tom Winter, Co-Founder, DevSkiller

 

 

“I recognized that priorities need to be flexible. For example, as a company we took a break from setting goals in Q3 to truly allow for all team members to adapt to the new norm because everyone is managing a lot right now. I’ve shifted my thinking and now consider creating a comfortable home office environment as a part of every team member’s desk budget.

As HR professionals, 2020 is a reminder to challenge ourselves to slow down, and take a step back. The pandemic and the election have really caused every day to bring up something new. We have to be willing to take things one day at a time and then make decisions for our team accordingly. This can be tough since we notoriously get caught up in planning forward.”

Jenna Saponaro, Chief of Staff, Postali

 

 

Looking back, looking ahead

These HR pros’ perspectives on the challenges and lessons of 2020 run the gamut, but it’s easy to see pieces of our own experience in each response. Their insight on diversity, empathy, compassion, and leadership reflect the lessons we’ve all learned this year. And, as we reach for solutions in this new world of work, we can do as they suggest, drawing on flexibility, safety, and above all employee wellness to help build and rebuild a company culture that puts employees first.

Your Benefits Communications Need an Update. Try This.

Your Benefits Communications Need an Update. Try This.

How is HR planning to adapt their benefits education strategies for the year ahead? Perhaps less than you might expect. In spite of upheaval, some HR leaders plan to rely on traditional communication strategies to reach employees.

Our recent State of the Benefits Experience Survey found that 99% of respondents will use paper or online enrollment materials, 97% will use email, and, perhaps most surprisingly in this year, 77% will use in-person meetings. App notifications clocked in at 21%, while 13% would use Slack, Microsoft Teams, or another chat tool to communicate benefits.

We know that benefits communication lays the groundwork for the even more elusive task of benefits education. We say elusive because, when we asked in the same survey how they would rate their benefits education strategy’s success, HR pros responded with an average of 3 out of 5.

Newly remote workforces, piling pressures that compete for employee attention, and the possibility of new benefits and procedures threaten to push them to complete obsolescence. So this year, achieving success with the communication strategies we’ve always relied on is an even tougher proposition. To get ahead of the wave, HR must update its communication strategies.
Here’s how.

Enrollment materials

As we’ve said before, you should really just kill your benefits booklet. Benefits booklets are often discarded, buried in a desk, or simply ignored. It doesn’t matter whether you mail it home or make it accessible through your intranet. Any static document is likely to be skimmed during OE and then abandoned without any real retention. That means that when employees actually need to use their benefits, they won’t know what’s on offer or where to look. It’s a recipe for high healthcare costs, and something you can’t afford in a year when employees are so separated from your communications.

If you aren’t ready to toss it all together, consider shoring up your enrollment materials with a year-round communication plan. Backing up the booklet with email campaigns, push notifications and/or text messages, messaging platforms like Slack, and any other slam-dunk communication strategies can smooth dips after benefits booklets are dumped. First up, let’s talk about email.

Emails

Emails are practically begging to be ignored, especially when your employees see that the subject is their benefits. You can maximize the likelihood employees will act on important to-do’s or retain helpful info by overhauling your email strategy.

  • Consider your cadence: When (time of day, day of the week, time of the month) do you send emails? How often? And what topics do you cover? As you build out your year-round communication strategy, it’s helpful to start by asking how often employees will need to hear from you, and how often they’ll want to. If you already track open rates and engagement for your HR emails, reviewing this data will yield insights. If not, installing that software is a great place to start.
  • Email like a marketer: email marketing is a job unto itself, so you can borrow some tricks from the pros. This post from Grammarly includes great tips on everything from structuring your emails to how much time you should spend on subject lines (hint: a lot!). 

In short, we know you’ll be sending emails about benefits, so take a few minutes at the beginning of update your strategy. A little goes a long way!

In-Person Meetings

Your employees probably don’t want more video-based learning. Over the last week, I had 18 hours of video-based work meetings, an hour-long Zoom appointment with a doctor, took a 2.5-hour Zoom-based writing class, and met with my Zoom-based book club for an hour. That was a light week, and I don’t have children. But if your company is working remotely (or just trying to minimize gatherings during the second wave) you’re likely stuck with video meetings for now. A few ideas to keep them engaging:

  • Give an incentive worth having – If attendance is an issue, consider an incentive. Yes, incentives really do increase engagement. Just make sure it’s something they want. Enter employees into a drawing if they hang around until the last slide, or have them text a number you give out at the meeting’s end to get a Starbucks gift card.
  • Keep meetings interactive – Today, I referred to the monotasking it took to write this post as “a real treat.” That’s because multitasking has become the order of the day. Setting an expectation of focus and rewarding it with a truly captivating presentation can help employees stay engaged. Engagement = retention. This list from Fearless Presentations has a few quick tips, like using the Zoom whiteboard and setting expectations in the invite notes. You can also think back to the best TED Talk, virtual presentation, or hosted happy hour you’ve ever attended and ask “what made me want to pay attention?”
  • Or consider Audio instead of video – As an alternative, consider encouraging your people to take an audio-only meeting. Whenever possible, I take webinars or video-off meetings to my treadmill so I can walk while working. Set your benefits meeting up as an audio-only webinar, and ask them to mask up and head out for a walk. There isn’t much downside here: studies on walking and walking meetings show we’re more creative when we’re moving, and a survey from the Harvard Business Review found employees who participated in walking meetings reported 85% higher engagement. If you follow up with an email that contains action steps, you might actually give employees better notes than they’d ever taken while multitasking at their desks.
dispersed offices benefits

Whether you choose push notifications or an SMS strategy, we’ll clue you in on a secret: mobile notifications are the best benefits engagement tool you’re not using.

App Notifications

App notifications are a powerful way to quickly grab your employees’ attention. Yet only a little over one-fifth of the HR leaders we surveyed were using this tech. If you’re one of the unconvinced 80%, consider this: in a Localytics study, app users who received push notifications had 53% more sessions than app users who didn’t get notifications. Apply that to benefits: an app that centralizes your benefits can capitalize on push notifications to get details in front of far more employees than a static booklet or even an email. If that’s not an option, the good news is that SMS notifications are equally compelling. A study in the UK found that 98% of mobile users will read a branded or business-based text communication—90% within the first 3 minutes.

For 2021, you can update this strategy by tailoring your messages to align with best practices. Our attention is more divided than ever, so analyzing metrics like open rates and polishing up your copy is essential. This article from Stephanie Trunzo for Retail Dive has helpful tips for retail marketers, but I think this advice is universally applicable: “we have to be careful to create content that adds value, not noise.”

Slack, Microsoft Teams, or other chat tools

If a Slack notification has ever pulled you away from a Sunday spent lounging on your couch, you know just how powerful these tools can be. About 13% of the HR pros we surveyed reported using chat tools for their benefits communications. Yet we know that these tools are surging in popularity, especially among office workers. If you weren’t using Slack or Teams before March, you probably are now. 

Assuming you’re already using one of these tools, you can update this strategy for 2021 by simply using it more consistently. To start, consider how you can adapt the technology for communicating benefits. Which details, action items, or deadlines are best suited to this space?

Non-specific reminders, like general announcements, enrollment dates, or company-wide plan change details, could be posted and pinned in these chat tools for easy referral. Create a Benefits channel in Slack to post only the most pertinent info, which can keep employees from getting fatigued by constant messages. Remember that these communication channels run both ways, and that’s a good thing. For instance, you could install a poll app to get an idea of where employees are struggling. Just don’t neglect a tool that you are likely already paying to use.

Give these common benefits communication strategies a 2021 makeover

Updating your benefits communication strategies for 2021 isn’t a matter of tossing everything out. You can likely make headway on your benefits education goals by applying a few small tweaks to every strategy. In a year when employees need help to navigate their new normal, a little bit of improved communication goes a long way.

Employee Benefits Communication Guide

We’ve gathered our best tips for employee benefits communication into this comprehensive guide. Learn best practices, helpful tips for your next presentation, and more.

Learn more »
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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/2020/12/' > <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/2020/12/' > <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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