H.Engage is now Airbo

Quick take:

We’re happy to share that our application has reached a state of maturity where it’s ready to graduate to its own brand. Starting today, the application will be named Airbo (http://air.bo).

Airbo is your bulletin board, reinvented: An attention-grabbing space to communicate with your community. Create and share beautiful, interactive micro content that gets people reading and doing.

See how companies are using Airbo to engage employees.

Why are you doing this?

For the last three years, H.Engage has been a vehicle for incubating a product to improve organizational communications.

In the last few months, the application has reached an inflection point. We grew at over 50% per month and achieved some great sustainable outcomes for our clients.

We want the process of learning about the application to be intuitive from the start, and that begins with a name that better aligns with the vocabulary that’s emerged from the product.

Why Airbo?

We aspire our product to be easy to use and a medium for your message. Air means “light” and “to broadcast.” Bo stands for Board, which is how we refer to each instance of our product. So, that’s why it will be called Airbo.

In conclusion

I want to sincerely thank you for your help in getting to this point. As always, I’m always happy to chat and hope you reach out to me with any questions.

72% of online adults are social networking site users

Pew Research Center’s Internet & American Life Project just released new findings:

  • 72% of online American adults are social networking site users
  • 6 out of 10 internet users age 50 – 64 use social networking
  • Adoption rates for those 65 and older have tripled in the last four years, from 13% in 2009 to 43% now

View these stats and more here (PEW Research Center).

Featured in Employee Benefit News

Vlad Gyster, CEO and Co-Founder of H.Engage wrote a guest blog post for Employee Benefit News.

Here is an excerpt from the post, Wellness programs not worthless, just worth less than what vendors claim:

“But how do you drive a high level of engagement in wellness with limited resources? We suggest using the Lean Startup methodology used by startups to drive engagement in new products using limited resources. This approach advocates using small, inexpensive steps that lead to quick wins and continuous improvement. Its use could help HR quickly and cheaply differentiate what works from what doesn’t, so HR can focus time and dollars on what’s actually effective.”

56% of American adults now own a smartphone

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Pew Research Center’s Internet & American Life Project has been tracking smartphone adoption among Americans. They recently released new findings that show a majority of Americans now own a smartphone.

Here are some highlights from their findings:

  • 56% of all American adults now own a smartphone
  • 91% of American adults own a cell phone
  • 18% of Americans age 65 and older now own a smartphone, compared to 13% in 2012
Check out these stats and more here.

Get the facts on how employees are adopting technologies: download the third edition of the H.Engage Data Book

As we shift towards a digital world, more and more research is being released about how people are adopting technologies. Keeping up-to-date on how employees are adopting these new technologies can be a full-time job. To save you time, we’ve put together the third edition of our Data Book. This comprehensive PowerPoint document includes data from Nielsen, Gartner, Pew Internet Research and Google (among many others) to give you an honest view of how employees are engaging in technology.

Did you know?

  • Time spent reading print communications has decreased by 33% in the last four years, while time spent engaged in mobile has increased by 200%
  • 87% of adults now own a cell phone
  • 80% of Americans text
  • 81% of adults use the Internet
  • 71% of smartphone users say they use them at work

We’ve purposely left this document as a PowerPoint instead of a PDF, please feel free to take the slides and drop them into presentations.

Download

View on Slideshare.net

Our Research: Benchmarking ROI from 5 of the top employee communication channels

Companies spend a vast amount of time and money communicating with employees using a variety of channels. But which tools achieve the best ROI? Answering this question is surprisingly difficult. Most communication channels don’t come equipped with metrics to help measure success. This leaves employers struggling to make informed decisions or to prove a return on investment (ROI) for communications spend.

Over the last two years, we’ve helped our clients measure communication effectiveness across print and online channels. This works by embedding unique key words in each type of communication. When an employee sends the key word to H.Engage, they earn points and we know which communication triggered the interaction.

While we’ve seen some variance from client to client, a consistent pattern has emerged. Here’s how the most common channels stack up, organized from highest to lowest ROI.  Read on…

Product Release: Audience Modeling Tool

Today it’s tougher than ever to capture people’s attention, but one very effective way to cut through the noise is by personalizing content. Consumer companies have honed in on this opportunity; consider Amazon.com, which presents personalized product recommendations on the front page of its site precisely because of how effective personalization is at driving sales.

A great opportunity

Being able to deliver personalized content opens up a wide array of possibilities for employers, from formulating messaging based on life stages to delivering different program suggestions based on past levels of engagement. But a common set of challenges persists.

Practical challenges

Identifying audiences in an employee population is a time consuming process. It requires collecting information from various data sources, aggregating it into an easily retrievable data format and finally, drawing insights and conclusions that connect to strategy.

Product release

In practice, that means hunting down many different Excel files and doing acrobatic twists with pivot tables and vlookups that need to be checked and re-checked. These steps make audience segmentation incredibly time-consuming and costly. Worst of all, it leaves little time for the most important step of the process: drawing conclusions about strategy.

Our solution

We set out to build a solution that would address the part of audience identification that is the most time consuming, expensive and that a machine could most certainly do better than an Excel-wielding human: aggregating data into an easily retrievable format. We call it the Audience Modeling Tool – the latest addition to our Engagement and Communications Platform. This simple tool allows an organization to identify discrete employee segments using drop-down menus based on data uploaded to our database. It can help answer questions such as:

  • How many employees do I have in a location that are nearing retirement?
  • What is the pay distribution by site?
  • How many 34 to 45 years olds have participated in a program?

The Audience Modeling Tool makes drawing complex insights incredibly easy and can combine data from as few or as many different sources as required. Once identified, our clients can send messages to specific segments of the population using the communication channels of their choice, including text, personal or corporate email.

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We’re incredibly excited to hear what kinds of insights our clients will find in their populations. If you have any questions about this tool, please contact us at hello@hengage.com.

H Engage Research: Three groups of employees drive overall engagement in workplace programs.

First, an introduction to Alice

Two years ago, we launched our first H Engage game at a conference of about 400 people. As part of the game, we included an incentive to encourage attendees to recruit each other to participate. Right away, we noticed a woman – let’s call her Alice – darting all over asking her colleagues, “Have you joined yet? No? Well, let me show you how!” She was energetic and outgoing – we might as well have all been at her dinner party – and she was the ultimate host. We all know an Alice – that friend who has more friends than you would know what to do with. And that day, Alice ended up recruiting dozens of people to play H Engage. If not for Alice, it’s doubtful the game would have started nearly as strongly.

How lucky were we to have Alice there?

Turns out, not that lucky. Since that first game, we have run dozens of others ranging in size from 10 people to as many as 30,000, and each had at least one Alice. In fact, we’ve found that there are three distinct groups of employees that work hand-in-hand to produce a high level of population-wide engagement. Read on…

Consumer Technology Trends from 2012 that Will Shape Employer Communications in 2013

2012 brought broad changes to how people communicate and relate to the physical and digital world. The majority of people turned away from desktop computers, print communications and web portals to embrace mobile devices, social media and games. Companies big and small rushed to adopt advanced analytics to monetize people’s growing digital footprints. So, how does all this impact how companies will communicate with employees in 2013?

The Decline of Print

Advertising dollars follow the mediums where people are engaged, and things don’t look so good for print. Print advertising spend in the U.S. dropped 55% between 2006 to 2011. And, with the U.S. Postal Service losing $25 million a day, there’s clearly more room to fall. This necessitates a change when considering the communication mediums employees are most likely to engage with. People used to say, “xyz won’t work because employees don’t have access to the Internet.” Today, we might as well say, “xyz won’t work because our employees aren’t opening the mail.” Many companies still largely rely on print to communicate HR programs and benefits, risking a lower return on communications investment. A good way to quantify how the decline in print engagement affects the bottom line is to consider the increase in cost per person that actually reads a print communication. Read on…

Michelin Case Study: Using Text Messaging to Increase Health Risk Assessment Completion Rates

Last year, we worked with Michelin North America during Annual Enrollment to use text message reminders to increase Health Risk Assessment completion rates. The project was highly successful. Highlights include:

  • H Engage participants who didn’t take their HRA the previous year were 81% more likely than non-participants to complete it.
  • The average age of H Engage users and the employee population was the same: 44 years old.

About Michelin

Michelin is one of the largest tire manufacturers in the world. Headquartered in Greenville, S.C., Michelin North America employs approximately 22,300 people and operates 18 major manufacturing plants in 16 locations. Read on…