How People Leaders Tended to Employee Mental Health This Year

How People Leaders Tended to Employee Mental Health This Year

In a spring 2020 study of employees, 42% reported a decline in their mental health since the COVID-19 outbreak. Employees reported factors like a change in working conditions and furloughs specifically impacted their mental health.

Human resources professionals aren’t mental health professionals. Yet as employee mental health dropped to new lows during the pandemic, they’ve taken on the roles of spotting, responding to, and supporting employees through mental health challenges.

Most U.S. employers offer short-term, acute mental health support through an Employee Assistance Program (EAP) or other similar benefits. We wanted to know what else HR professionals have done to support employees through mental health challenges. In what ways both big and small have they showed up for their people this year?

We asked, and they answered. Their responses run the gamut, from simple daily shifts to new working hours. No matter your company’s size or your own experience, there’s something to be learned here.

Check in often, celebrate wins

We are a company that puts a huge spotlight on mental health, so we do our best to not only translate that into our customer service, but also into how we interact with our employees. While they are all working remote, we have done our best to do “check-ins” often to make sure everyone is coping well and is able to handle their day-to-day responsibilities. We have also made it a priority to celebrate our team’s successes often. Motivation stems from feeling a sense of accomplishment from the work you’re doing, so we like to reinforce that. The challenges have really all been solvable to an extent— no solution to remote work will completely equate to working in-office, but communicating with your team and taking advice from your employees can go a long way in working out the best ways to go about it.

Olamide Olowe

Olamide Olowe, Founder, Topicals

 

When it comes to keeping my remote employees motivated, I always make sure to document and celebrate their successes every day. Even when it comes to the smallest and most minuscule wins at work, I’ve made it a point to cheer them on. Send your employees a thoughtful message, talk about everyone’s hard work at meetings, and tell them what an incredible job they’re doing every single day. I’ve really learned that it goes a long way.

Prioritize flexibility

We’ve focused on two primary areas across our companies, both of which have a significant impact on the well-being of team members.

First, No Meeting Fridays, equalling a four-day workweek. We’re virtual anyways, but now we require our team to block out Fridays. Some folks work on their open projects, others work on their yard or golf game. It’s like a summer Friday all year long. We’ve noticed an uptick in email activity earlier in the morning, later evenings, and over the weekend.

Second, we’ve implemented several financial wellbeing programs by partnering with Workforce Perks to offer an employer match student loan benefit, emergency savings, and education. We’re setting goals and building plans to help folks achieve their financial goals which can accelerate life milestones like buying a home or starting a family.

ryan o'donnell

Ryan O’Donnell, Co-Founder and Chief of Staff, Replyify

 

At one of our smaller nationwide locations, all of our office staff worked from home during the pandemic, and because we received such positive feedback from our employees, gave our staff the continued option to work from home. Ninety-eight percent of our staff at this office voted to continue to work from home post-pandemic, which has worked exceptionally well, so much so that we didn’t have to renew the lease for that location.

We’ve learned that our office employees experience less stress working with a flexible schedule and are able to save costs on gas and car insurance commuting to the office.

Gabby Martin, HR Supervisor, Bio Recovery

 

The most impactful action we took to boost employee mental health was to introduce a four-day working week. It wasn’t as simple as saying don’t come in on Friday. We shifted the operations for employees to work toward task completion rather than presenteeism. Project management tools like ASANA and ClickUp (we started with one then moved to the other) really helped us realize this strategy.

Once an employee had completed all their weekly tasks they were essentially finished for the week. There being a global health pandemic in place we made sure to not overwhelm the teams. This gave employees two choices: to work on a flexible schedule, freeing up more time in the day for homeschooling, for example, or to be finished with all tasks by Thursday.

We had to sub-implement flexible working hours and no-meetings Fridays to ensure this ran smoothly. Honestly, it was very effective. Our reports of employee overwhelm and burnout were minimal in comparison to other companies across the world.

rick hoskins

Offer support, including benefits

Business owners should find comprehensive benefits that cover the cost of regular therapy, alternative therapy, medication, addiction counseling, grief counseling, etc. As much as you can, because everyone addresses their mental health in different ways and requires different services.

That’s not to say your company can’t have internal processes to aid mental health. We have unlimited PTO which I feel helps greatly. Employees can take a mental health day and take the time they need to address any mental health issues without worrying about their pay or the permanency of their job.

During the pandemic, we also started up a group therapy session each morning. I’ll stress that this is in no way actual therapy and it’s not mandatory. It was really just a way for employees to share fears and concerns with each other completely free of judgment.

Dan Bailey, President, WikiLawn Austin Lawn Care

 

In an HR department, we are usually tasked with forecasting the recruitment outlook as well as changes in labor and employment law. Like everyone else, the pandemic has changed not just how we work but how we are feeling while at work. The pandemic scared us, isolated us, separated us physically, and in some cases, philosophically.

In recognition of these additional stressors, we have developed a Recovery and Mental Health Friendly Workplace initiative that openly recognizes the needs of employees who may be struggling with mental health or substance use disorders. While this primarily involves making positive changes to the organization’s culture, it also includes re-examining policies. For example, in some cases, a last chance agreement could allow an employee to retain their job if they take steps to complete treatment.

Additionally, we kept employees in the loop regarding the new initiative at an all-staff meeting. This included an overview of our commitment to creating this kind of workspace and the naming of an internal Peer Champion that was available to help employees start getting the help they need. We also shared the location of a list of resources that were available to staff whenever they need it, including a 24/7 resource line, the names of local mental health providers, as well as AA and NA groups. Our company likewise continues to train each employee about implicit bias and the need to replace stereotypical language with person-centered language.

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Get buy-in from leadership

In my opinion, partnering with leadership is crucial to addressing employee mental wellbeing and providing the necessary support. We’ve done just this by creating a top-down culture of openness and honesty. It is the C-Suite that sets the tone and culture of a company, so if executives are not open and honest about their own baggage, employees will bottle up issues as well. That is why I would suggest having either your CEO, COO or some other top-level executive share their feelings and frustrations on an all-hands call. Hearing that others, especially leaders, within your company are struggling with Covid-related mental health issues as well, will really show people that they are not alone.

This will create a culture of openness and honesty. Open, free communication is the key to ensuring employee mental wellbeing. When you combine this with a leadership mandate for a delineation between work and personal life, this should help employees improve their outlook. One of the biggest struggles during Covid has been compartmentalizing work and home life. If employees understand there is clear guidance from management to break from their desk and enjoy their personal lives, they should feel enlightened to more properly compartmentalize work.

Janelle Owens

Janelle Owens, HR Director, Test Prep Insight

 

 

Encourage rest

For many employees, the stress of the pandemic and working from home took a toll on their mental health. Now more than ever, many people need to find balance in their work and home life, as the line can often become blurred. The pandemic has also increased anxiety, PTSD, and trauma, which makes it even more essential to allow employees to take care of themselves and define their work life and their home life. Encouraging healthy amounts of rest does not take away from productivity, but rather increases it. At Luna Blanket, we emphasize the idea of taking care of yourself and self-healing so you are ready to take on the day’s challenges, within our company culture and to our customers.

Eddie Huai

I’d have to say our decision to add mental health days to employee sick leave was the biggest thing we did last year in terms of mental health support. Although our previous sick leave policy covered severe mental illness, it didn’t specifically include time off for less severe mental health issues. As we watched the effects of the pandemic take a mental toll on our employees, we thought it was important to prioritize general mental health in our company policies. Mental health days allow employees to take time away on the days they’re struggling with anxiety, depression, and other stigmatized health conditions. So far, our program has been well-received. It’s something we’re planning on continuing with even after the pandemic has wound down.

Daivat Dholakia, Director of Operations, Force by Mojio

 

 

Don’t toss video tools aside

A tool that I found to be extremely versatile in the past year is virtual conferencing apps like Skype and Zoom. My Team Leads have reported that their teams are actually more communicative now than before the pandemic. One theory we have is that our employees who were introverts now have a way to reach out to their team leaders and supervisors from the comfort of their own personal spaces via Skype’s instant message function.

This is why we constantly preach our virtual open-door policy, which means if your first-line supervisor is shown as being online and available through Skype then you should feel free to directly message them if you have any issues or concerns that you would like to discuss. Our productivity has also been positively affected by our virtual policies.

Allowing our employees to work remotely has actually increased their productivity and overall morale since we are flexible with our hours. If the employee has completed their caseload for that day, we permit them to log off and clock out. Since they are more focused on their quota for the day they are actively asking for feedback on their assigned task and projects, which they are completing at a faster rate

Alison Pearson

Alison Pearson, Head of HR, Hal Waldman and Associates

 

 

As much as we hear about “Zoom fatigue” and employees don’t want “mandatory fun” happy hours and such – I’ve learned not to generalize about Zoom happy hours, trivia and game nights, or other types of virtual activities. Some employees are missing the engagement that exists in an office setting and it’s really important to acknowledge their mental health challenges – and serve them. It’s easy to listen to the naysayers and cynics, who would rather “be working” or “have so much to do” but we actually want to engage those who want to engage.

Because everyone has been working so much and almost feels like they are their work product, actually taking time to enjoy each other’s company in a fun way can be really beneficial to an organization’s culture as well as the mental health of its people. It doesn’t exactly match going to someone’s cubicle to talk about your weekend, but maybe it can come close.

Also, there are tons of mental health tools available to companies, whether through their benefits provider, EAP program, or independent vendors. An HR partner of ours saw an ad for a workplace mental health app and made a business case for it to be purchased for the entire workforce. It was an investment made by a business to give workers a tool to manage their mental health during a really tough time.

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Eric Mochnacz, Senior HR Consultant, Red Clover

 

 

Looking forward to challenge and opportunity

Employee mental health is a priority for these HR pros, and though their responses are tailored to help their people, they can offer lessons for yours, too. As office reopenings and new work standards force employees to reckon with change, HR teams face new challenges too. After all, we spend 70% of our lives at work. The good news is, that spells an incredible opportunity to affect employee wellbeing for the better every day.

eBook: Sustaining Telemedicine’s Momentum in 2021

eBook: Sustaining Telemedicine’s Momentum in 2021

In an ongoing effort to provide the most up-to-date resources to simplify the benefits experience, HealthJoy is delighted to share our 2021 edition of The Telemedicine Buying Blueprint.

Before COVID-19, telemedicine benefits suffered low utilization and lagging adoption, especially on carrier platforms. But we witnessed its resurgence during worldwide shutdowns, when its ease of use, low barriers to care, and cost savings made it too convenient to ignore.

Employees have a newfound appreciation for telemedicine that will last long after reopening is complete. Our Telemedicine Pulse Survey revealed that the pandemic pushed many people to try telemedicine for the first time — and more than half of those reported that this year, they will seek virtual options for all routine healthcare services and go in-person specifically for services that can’t be done virtually.

This preference has wide-ranging implications for teams hoping to support employees through virtual care. It indicates a sense of ease and comfort with these services and shows that now is the time for HR to make telemedicine’s value clear.

2021 Telemedicine Buying Blueprint Cta

Maintaining Telemedicine’s Momentum for Your People

At a time of great uncertainty and optimism, telemedicine’s future remains unfailingly promising. Employees are turning to this solution like never before. The question for HR is: How can you make the most of this momentum to drive utilization and improve employee outcomes?

Our latest telemedicine eBook is a step-by-step blueprint to doing just that. It will show your HR team what to look for in a telemedicine vendor, how to get employees excited about telemedicine, and even provides a handy checklist to help with implementation.

Download the eBook here to start shopping for a better telemedicine solution today.

Does Short-Term Counseling Really Work?

Does Short-Term Counseling Really Work?

This post was originally published in Sept. 2019 and was updated in April 2021.

After a year marked by strangeness and loss, many of us have become accustomed to talking with my friends and coworkers about mental health. Even as workplaces reopen and vaccines make our favorite activities a possibility again, we’re sharing the feeling of languishing and acknowledging our collective grief. Employers have renewed focus on workplace mental health support, from covering the cost of individual counseling to encouraging “mental health days.” Yet workers are still suffering: a Kaiser Family Foundation household pulse survey found that 4 in 10 adults reported symptoms of anxiety or depression during the pandemic.

One roadblock may be that employees don’t want or don’t know how to access counseling support. When employees go it alone, mental health struggles show up in absenteeism and lower productivity. As an HR professional, you might wonder: how can counseling help employees cope? Short-term counseling solutions are one answer, with none of the intimidation factor or cost of long-term therapy.

Let’s dig into how short-term therapy resources can boost employee wellness.

What is short-term counseling?

 

Short-term counseling is sometimes called brief counseling or brief therapy. It’s usually defined as a period of therapy spanning 12 sessions or less.

Here’s how short-term counseling and long-term therapy are different:

  • Short-term counseling isn’t a shorter version of traditional models like cognitive behavioral therapy. It’s a different kind of counseling focused on an outcome and an endpoint.
  • In long-term therapy models, a psychotherapist seeks to understand a person’s complete history before getting to the solution. Short-term counseling is rooted in the pressures of the here-and-now.
  • Long-term therapy focuses on a problem’s cause. Short-term counseling focuses on current issues and their solutions.
  • In both long-term therapy and short-term counseling, mental health professionals build custom treatment plans. But in short-term therapy, counselors quickly emphasize building coping skills and solutions.
  • Qualifications for long-term therapy providers and short-term counselors may differ. In general, long-term therapy is provided by psychiatrists, psychologists, or other therapists, including licensed social workers. Short-term counselors may come from slightly different backgrounds but will have certifications and degrees indicating they completed courses in psychotherapy and counseling.

What issues can it address?

 

Short-term counseling addresses problems like depression, anxiety, grief, stress, relationship issues, and substance abuse. It’s especially important as employers place renewed focus on addressing mental health in the workplace. Mental stress from legal problems, a job transition, or financial concerns can also lessen with short-term therapy.

Let’s say an employee is struggling with grief after the death of a parent. They don’t feel comfortable talking to coworkers, and they’re unsure how to reach out for help.

When employees struggle with mental and emotional stress, they’re more likely to miss work and be less productive. One report estimates that depression and anxiety add up to a loss of $1 trillion in productivity per year—and that report came before the pandemic. These factors cost the company money, but they also impact workplace dynamics. This employee’s coworkers might notice they’re distracted, irritable, and accomplishing less of their share of the work. Short-term counseling could help this employee heal, with positive benefits at work and home.

The benefits of short-term counseling

 

Most of us think of “seeing a therapist” as an endless journey. Short-term counseling is a cheaper option, but it may also work better than long-term therapy.

For one thing, more counseling doesn’t equal more results. In one 2006 study, participants showed reliable and clinically significant improvement of 88% after just one session. The rate of improvement lowered to 62% after 12 sessions. People tend to stop going to therapy, the researchers guessed, after achieving “good enough” results. These positive changes seem to show up in the workplace, too. In a study of one short-term counseling program, participants reported improvements in absenteeism, presenteeism, and alcohol use after just 30 days. In the same program, 69.4% went from low or moderate productivity to high productivity during that period.

A few more reasons employees might prefer short-term counseling:

  • Empowerment: short-term counseling focuses on an individual’s ability to solve problems. Patients set goals and stay motivated by real progress. That comes in handy since we know some people will simply stop going when they get the results they want.
  • Accessibility: a decade-long standing date with your counselor sounds pretty daunting. A few months of therapy is a more accessible solution for busy professionals who just want to prepare for a move, get over a breakup, or deal with performance anxiety.
  • Cost: twelve sessions will always be cheaper than 25. But this savings isn’t just about big insurance providers saving a buck. It’s passed on to employees, as well. A short-term counseling plan allows individuals to plan for fewer copayments and pursue financial wellness. In many cases, short-term counseling through an EAP is completely free to employees.

Do employee benefits include counseling services?

 

How can you quickly introduce a short-term counseling benefit to your workplace?

Short-term counseling is a cornerstone feature of the Employee Assistance Program (EAP). Most EAP’s include counseling and legal and financial support to help employees navigate challenging life events. A majority of U.S. employers already offer this benefit, enabling employees to cope with any stressor that negatively impacts their performance at work.

It’s easy to see why short-term counseling is a natural fit for EAP programs: acute stressors like relationships, grief, financial concerns, or legal troubles are painful and disruptive, and a brief therapy program can provide significant relief.
HealthJoy’s integrated EAP offers short-term, confidential, professional counseling as well as expert referrals to address a wide array of personal and work-related concerns.

Individual counseling is valuable because it helps employees get back to their lives. Still, the results are also measurable: one study reported a savings of $116 per employee in healthcare-related costs after implementing an EAP.

Short-term counseling’s limitations

 

Of course, short-term counseling won’t always be the best solution, in the workplace or outside of it. Long-term therapy seems to be more effective for mental illness and severe psychiatric disorders. Complex mental disorders or personality disorders may require a few years of therapy instead of a few short counseling sessions. The same is true with any kind of trauma or abuse.
Some mental health professionals argue that short-term counseling saves insurance providers money at the expense of results. Research supports the short-term counseling model, but it’s essential to seek out licensed therapists who can help clients decide what’s best for them.

Employers who wish to offer support for long-term psychotherapy can consider a behavioral health program. For more on the difference between behavioral health and other mental health benefits, see “Behavioral Health, Teletherapy, and EAP: What’s the Difference?”

Boost employee wellness with counseling

 

Short-term counseling can provide coping skills for some of life’s universal challenges, from grief and relationship stress to depression and anxiety. Since it’s rooted in solutions, it helps employees get out the door and back to their lives faster than long-term therapy, all at a lower cost.

This type of counseling benefits the workplace, too. The same stressors that drive employees to seek therapy can chip away at employee productivity. Most EAPs offer free, short-term counseling benefits to employees, making them a natural place to start when looking for a way to support employees. Promoting your EAP’s resources and encouraging employees to learn more about this benefit may help them address the mental health issues you can’t see. In short, with the help of a short-term therapy resource, you’ll boost employee wellness and workplace culture, too.

Behavioral Health, Teletherapy, and EAP: What’s the Difference?

Behavioral Health, Teletherapy, and EAP: What’s the Difference?

This post was originally published in June 2020. It was updated in May 2021

Mental health was at the top of many employers’ minds before the pandemic, and we’re only beginning to see how COVID-19 will impact employees.

An article published in the Journal of the American Medical Association (JAMA) revealed that COVID-19 has tripled the rate of depression in U.S. adults, disproportionately affecting those with lower income.

And, of course, we haven’t taken into account the potential impact of civil unrest, police violence, and the anxiety around reopening businesses. Taken together, mental health concerns are a threat to employees that employers can’t ignore. Mental health benefits, including, Behavioral Health, Teletherapy, and Employee Assistance Programs (EAP), can be difficult for employees and HR to differentiate. In this post, we’ll explain the difference between these mental health resources for employees.

What are Behavioral Health Programs?

Behavioral health programs offer employees therapeutic resources to help them develop healthy behaviors. That usually includes therapy, and in some cases can include support for healthy eating, movement, and meditation. Behavioral health practitioners treat conditions that impact overall wellness, including physical and mental health. Workplace behavioral health programs help employees deal with substance abuse, addiction, gambling, and other problems that affect work performance. Behavioral health services can also help those struggling with mental health disorders, like anxiety and depression, by addressing the behaviors that make their symptoms worse and developing habits that help them feel better.

Virtual behavioral health programs make it easier for employees to access teletherapy, a key component of many modern workplace behavioral health programs.

What is teletherapy?

Teletherapy is the focus of HealthJoy Behavioral Health. Broadly, teletherapy is an online, video-based version of talk therapy. In talk therapy, therapists may rely on a variety of tools, including cognitive behavioral therapy (CBT). In CBT, therapists use different strategies to change thinking patterns. The focus of CBT is on building healthy habits and changing behaviors; this is one reason it’s a good fit with many behavioral health plans. Virtual talk therapy like all talk therapy focuses on building a relationship with a therapist over the long term and can help with depression, anxiety, trauma, and other mental health concerns. In contrast, the short-term counseling offered in an Employee Assistance Program, or EAP, (which we’ll discuss below) may help an employee cope with a recent loss, a marital problem, or other acute stress.

Like telemedicine, teletherapy isn’t new, but it is growing in popularity and acceptance in the medical community. Studies show varying teletherapy models can effectively treat depression, substance use, and post-traumatic stress disorder (PTSD), among other conditions.

Teletherapy lowers barriers to care and is often less expensive than traditional therapy. It can also be just as effective as in-person therapy. In fact, its popularity has surged during the COVID-19 pandemic, when mental health providers were not seeing patients in person due to health risks and stress levels were at an all-time high.

And it shows no signs of slowing down. Sixty-two percent of consumers would prefer a virtual visit for their regular mental health visits, even after it is safe to visit a doctor’s office in person.

To recap, Behavioral Health Programs:

  • Help employees develop healthy behaviors to address mental health concerns
  • In the workplace, often focuses on mental health resources, including therapy
  • Can include mental health, but aren’t limited to it

And teletherapy:

  • Is talk therapy offered over video or phone
  • Is often offered as part of a workplace behavioral health program
  • Allows employees to develop a long-term relationship with a single therapist
  • Is a proven treatment for mental health conditions
  • Usually costs employees a flat fee, but can be subsidized by employers

What are Employee Assistance Programs (EAPs)?

Employee Assistance Programs evolved to address the problems most likely to impact employee performance. If it distresses and distracts employees, there’s probably an EAP resource to address it. The other main difference between EAP and behavioral health programs is the scope of what they cover.

Behavioral health programs tend to focus on the individual and address mental, emotional, and physical sources of stress to create healthier behaviors. A typical EAP offering usually focuses on outside stressors, like financial problems, elder care, or legal concerns. Usually, EAP counseling sessions are available for a limited number of visits at no cost to employees.

An employee assistance program typically includes some combination of the following mental health resources:

  • Short-term counseling – typically, anywhere from 3-10 sessions with a counselor to help employees address acute issues. The counselor may also use this time to direct employees to additional resources, like substance abuse support groups
  • Financial counseling – resources to help employees manage their budgets, address debt, and more
  • Legal services – free legal counsel for divorce, bankruptcy, and more
  • Adoption assistance – free legal and financial support for employees who want to pursue adoption
  • Child and elder care services – resources and support for caregivers
  • Substance abuse referral services – short-term counseling and group support resources specifically for employees struggling with substance abuse
  • Workplace trauma counseling – support for employees struggling with trauma after incidents of workplace violence

To recap, EAP:

  • Connects employees with resources that help them deal with stress
  • Includes short-term counseling, as well as other services like legal and financial support
  • Can help employees connect with long-term counseling resources like teletherapy
  • Is usually free for employees

How it works with HealthJoy:

Just like HealthJoy Behavioral Health, members access HealthJoy EAP from the app. With a few taps, they can connect immediately with an EAP counselor by phone. From there, the counselor will direct members to the services they need. That might include short-term counseling or a combination of some of the other resources listed above. Members don’t need to wait to set up an appointment, and counselors are available 24/7. Like teletherapy, EAP counseling sessions are completely confidential. We can work with an employer’s existing EAP provider or clients can elect to provide HealthJoy EAP.

EAP Guide

The Employee Assistance Program (EAP) is a fixture of almost every employer-provided healthcare program, yet it’s largely ignored. Learn why an EAP benefit is so essential and how to help employees make the most of it in this guide.

Learn more »

Explaining Your Mental Health Resources to Employees

If you need to brush up on the difference between these mental health resources for employees, chances are they do, too. Now more than ever, employees need all the help they can get. Take this opportunity to remind them how their benefits can help, and don’t forget to explain the difference between any overlapping benefits like behavioral health and EAP. Enumerating small differences like price, duration of counseling, and how to access each resource can go a long way toward breaking down barriers to mental health support, improving overall employee wellness, and boosting employee morale.

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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 gfield_visibility_visible" ><label class='gfield_label' for='input_12_7' >Which Best Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_12_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Which Best Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_12' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_12"]){return false;} window["gf_submitting_12"]=true; ' onkeypress='if( event.keyCode == 13 ){ 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[gravityforms id=1]
<div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_1' > <div class='gform_heading'> <h3 class="gform_title">State of the Benefits Survey eBook - 1-Col</h3> <span class='gform_description'>Testing form</span> </div><form method='post' enctype='multipart/form-data' id='gform_1' action='/blog/2021/05/' > <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/2021/05/' > <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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