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Every month, Airbo provides you with suggested topics to communicate to employees as part of your Annual Communications Plan. The topics are based on hundreds of data points regarding what our customers communicate each month of the year.
Every month, Airbo provides you with suggested topics to communicate to employees as part of your Annual Communications Plan. The topics are based on hundreds of data points regarding what our customers communicate each month of the year.
Every month, Airbo provides you with suggested topics to communicate to employees as part of your Annual Communications Plan. The topics are based on hundreds of data points regarding what our customers communicate each month of the year.
Every month, Airbo provides you with suggested topics to communicate to employees as part of your Annual Communications Plan. The topics are based on hundreds of data points regarding what our customers communicate each month of the year.
Every month, Airbo provides you with suggested topics to communicate to employees as part of your Annual Communications Plan. The topics are based on hundreds of data points regarding what our customers communicate each month of the year.
Every month, Airbo provides you with suggested topics to communicate to employees as part of your Annual Communications Plan. The topics are based on hundreds of data points regarding what our customers communicate each month of the year.
This July, I had the opportunity to visit one of our earliest broker partners, Advantage Benefit Solutions in Houston, TX.
Every month, Airbo provides you with suggested topics to communicate to employees as part of your Annual Communications Plan (free template). The topics are based on hundreds of data points regarding what our customers communicate each month of the year.
Every year, benefit programs become more costly and complex. Many organizations are hitting a breaking point: benefit leaders see that employee confusion is holding back the value of their benefits package and even driving up costs. To help increase ROI, leaders are making strategic investments in year-round benefits education. Typically, they have two specific business objectives in mind.
An emerging body of data that shows that most people don’t understand the basics of how health plans work. That knowledge gap may be causing some serious issues: From sick people not going to the doctor, to employees over-paying for health insurance.
When an organization doesn’t have an Annual Communications Plan in place, Open Enrollment starts to feel like the only time of the year when the benefits team will actually get the chance to educate employees about everything they need to know, including wellness. After all, if employees are already paying close attention to their health insurance, shouldn’t it be easier to get them to pay attention to their health too? In our experience, Open Enrollment is actually one of the worst times of the year to communicate about wellness, for two reasons:
November is almost here and that means it’s time to plan your communications for the month. Thanksgiving is right around the corner, but there’s more than just turkey and dressing to communicate about this month. The Great American Smokeout is coming up, it’s “Movember,” and as always, there are national awareness campaigns to promote. Here’s our breakdown of 6 topics we recommend communicating to your employees in November.
Fall is in full swing: leaves are beginning to change, kids are busy planning their Halloween costumes, and for many of us, there may even be a chill in the air. October brings with it national campaigns like Breast Cancer Awareness and Cyber Security. It also brings the start of cold and flu season. There’s a lot happening this month, so curl up with a pumpkin spice latte and read on for our recommendations of what to communicate to employees in October!
Creating a communication plan for Open Enrollment is a daunting task. It can seem impossible to cram all the information employees need into just a few short weeks. In this post, we’ll review the communication strategy we use to help our customers have a successful Open Enrollment. Though every company is different, we’ve developed this template while working with hundreds of organizations across the country.
With school back in session and fall right around the corner, it’s hard to believe the year is winding down. That makes it the perfect time to check in with employees on benefits housekeeping items they may not have gotten around to yet – like getting their annual physical and updating their beneficiary information. Additionally, there are a number of national awareness campaigns in September that help highlight benefits like Employee Assistance Programs and Life Insurance. With that in mind, here are the topics we suggest communicating to your employees in September.
August may seem like a tough month to get employees to pay attention to benefits. Many people are squeezing in a last-minute vacation or preparing their kids for the back-to-school frenzy. In fact, August is just the sort of “transition” month when many employees need a little help. Here are the topics we suggest you communicate to your employees in August.
Gladis, a member of the HR team, is huddled over her computer. As she readies to email the last Open Enrollment communication, she lingers over the send button. It’s a good moment to take a second to appreciate the good work – it was an intense six-week campaign. Yet, she can’t help but feel a tinge of anxiety: many new employees have subscribed to the HDHP, and six weeks isn’t nearly enough education to get them ready to navigate the healthcare system. Even so, communicating more seems like wasted effort. Afterall, employees will just ignore the messages – won’t they?
First impressions matter—even in emails. The subject line represents a critical piece of the employee engagement funnel. In this post, we’ll share how we help customers write subject lines that boost employee engagement in content by an average of 45%.
Many HR leaders intuitively understand that there’s a big problem with employee communications. The challenge is conveying that problem to stakeholders who don’t experience the day-to-day pain of confused employees and low participation rates. This is where a business case comes in handy: it’s a sober reality check for why an investment in this part of HR is so necessary.
I stared at the speakerphone, a bit dumbstruck. It sounded like Derek Kanehira, Vice President of Human Resources at Hawaii National Bank, had just told me that he had 100 percent participation in his biometrics campaign. But that couldn’t be right. No company gets 100 percent participation. On a given day, 100 percent of employees don’t even show up to work.
Starting a wellness program may feel like it’s rocket science, but it can actually be quite easy. In fact, there’s a good chance that you already have some pieces in place: according to the Kaiser Family Foundation, over 90% of all firms with 25 or more employees already offer at least one wellness activity.[1]
Smartphones have transformed the way employees engage in work, and smartwatches are about to do the same. We’ve all grown used to short attention spans. As a rule, the smaller a device’s screen size, the shorter our attention span is while using it. This is also known as the Oh-My-God-There-Is-No-Way-I’m-Reading-This-Ridiculously-Long-Email-On-My-Phone Syndrome.