As per employees’ feedback, health-care coverage was limited to a specific amount per service and employees were not able to afford more expensive service(s) they required and had to co-pay out of the pocket.

I sourced and gathered feedback by speaking with employees, researched and sourced information by speaking with service provider, mapped implementation plan and designed activities and delivery tools. Transition plan included:

Step 1 – Executive Assistants for each of the 15 teams are identified as influencers and invited to participate in-person in pre-transition training.

Step 2 – The above group is trained by health-care coverage provider using Train the Trainer methodology during instructor led session. Additional booklets and materials are provided for the reference.

Step 3 – Announcement about potential transition is cascaded via email to all eligible employees along with presentations, booklets, guides provided by the vendor. They are asked to review materials and vote to either keep the previous plan or to change to a new one.

Step 4 – All employees affected are provided a time frame to study materials, seek clarification and make the final decision about transition. Executive Assistants answer questions, as per training provided to them.

Step 5 – Affected employees are invited to participate in an anonymous online survey and choose between transitioning to a new health-care coverage or staying with the previous traditional plan.

Step 6 – Survey results are collected, analyzed and final decision announced.

• I researched and sourced information virtually and through speaking with prospective service provider.

• I collaborated with the vendor to review and edit presentation and user guide using PowerPoint, confirmed presentation flow.

• I identified influencers to be trained, drafted and virtually communicated purpose of the training, provided instructions to learners, explained flow of the activity, timeline and expectations.

• I organized and moderated instructor led Train-the-Trainer session motivating learners to seek more information, if needed, and practice hand-on answering questions themselves.

•  I drafted and virtually communicated potential transition to all affected employees sharing all vendor materials and encouraging employees to review the information, seek advice from Executive Assistants, if needed, and participate in anonymous voting.

•  I set up online survey using SurveyMonkey to collect information, analyzed it and virtually communicated final decision to the team.

By creating the change management process where employees

• feel involved in the decision making by training each other, 

• are able to clarify all concerns,

• stay informed about the change and its outcomes, 

employees were able to make an informed decision regarding health-care coverage matching their needs, which secured seamless transition process.