“Omni-channel.” Sounds complex, doesn’t it? Or maybe even “ominous,” depending on your appetite for learning new things. But the truth is, you already know a lot more about this concept than you may think. In fact, it’s all around you.  

Today, most people will recognize an omni-channel customer experience in the retail environment. Think of your favorite store. Your loyalty card gives you rewards with one quick swipe. Your online portal has your purchase history and makes returns a breeze. When you can’t find your size on the rack, you can order it online. Emails recommend new products you may like, and text messages alert you to flash sales.  

When your customer experience is this seamless, you feel the retailer really knows you and values your business.  

While the term “omni-channel” is more often used in marketing products and services, it’s just as applicable to the HR space. More importantly, providing a seamless employee experience is now expected. In fact:  

• 72% of consumers say they expect companies to understand their unique needs and expectations  

• 72% of employees believe the right benefits increase loyalty to their employer 

• 59% say tailored engagement based on past interactions is very important to winning their business 

Fortunately, applying an omni-channel marketing approach to benefits engagement isn’t rocket science. 

You’ll need to roll up your sleeves and find the right resources, but the work itself isn’t that difficult. This guide can help. Download it today to get practical tips on the three core components of an omni-channel benefits experience.  

• Content: the information your employees want 

• Personalization: the way you make it relevant 

• Technology: the tools you use to make it possible