When Harris Teeter, a 175 store, 20,000 employee grocery chain in the southeastern United States, was charged with revamping their existing benefit communications, benefit manager Kerri Simmons turned to an innovative telephonic system to put into practice the principal that people learn best when they listen and participate at the same time.
In 2005-2006, Simmons says that they were offering a great benefit package but not engaging employees because many didn´t understand their packages. The paper-based system was a nightmare for HR, who keyed in as many as 6,500 different paper enrollment choices each year.
