CATEGORY: Benefits Education and Enrollment

CHALLENGE: Drive employees from HMO enrollment to PPO and CDHC enrollment and convert attitude of entitlement to one of personal responsibility.

SOLUTION: A multi-media, interactive education campaign, including print materials, Web-based plan comparison calculators and face-to-face employee meetings. The focus on employee education achieved a strong 23% enrollment in the first year and 37% enrollment in year two.


CATEGORY: New Employee Policies, Procedures and SPDs

CHALLENGE: Communicating the details of policies, procedures and the employee benefits program in a consistent manner to an educationally diverse workforce.

SOLUTION: A comprehensive employee handbook. Designed with easy-to-read summaries as well as more complex reference pieces, the employee handbook is at the core of the company's employee orientation and ongoing communication efforts. Each of eight primary benefit plans is described in its own booklet, allowing easy editing and distribution of updated plans. In addition, detailed ERISA-required information is held in its own section so text changes demanded by new legislation will not require the costly production of all components of the handbook.


CATEGORY: Compensation & Performance Management

CHALLENGE: Explaining the new structure of pay and managerial programs for a rapidly growing company.

SOLUTION: A broad-based education campaign directed to managers and employees. This large media company, widely known for its cable channel holdings, introduced comprehensive changes to its pay and performance management programs. Through an extensive series of employee meetings, the company introduced audiences to these new programs with printed communication pieces describing the new merit pay plan, the incentive compensation plan and the new supplemental retirement plan.


CATEGORY: Total Compensation Communication

CHALLENGE: Communicating an ever more complex pay package to employees with many employment options in the marketplace.

SOLUTION: Talk total compensation. Many employees simply do not understand the value of all components of their pay — base, annual bonus, long-term incentives, pensions, 401(k)s, stock, benefits and Social Security, for instance. Through a comprehensive communication campaign, this organization provided employees with a thorough description of the value of each pay component and set the stage for lower turnover and a more satisfied workforce.

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