Dave received his MBA at Georgetown University and his undergraduate degree from the Walter Cronkite School of Journalism and Telecommunications at Arizona State University.

When not at the JP Griffin Group, you might find Dave out on the golf course or at a live music venue, all the while checking scores for his beloved perennial underdog, the Chicago Cubs.

"> 员工福利博客| David Rook - 必威手机登录网站,必威和bob
David Rook

David Rook


Dave is a veteran marketing and digital platforms expert. His passion lies at the intersection of the creative arts, behavioral economics and social sciences. Dave is our go-to resource for out-of- the box creative, as well as strategically sound yet remarkably innovative approaches to the mundane.

戴夫每天寻找新的方法来帮助drive benefit strategies and desired outcomes through more influential employee communications and decision-making tools.

He works hands-on with our clients to tap into the behavioral insights of their workforces – all in an effort to solve their most difficult communication, enrollment and behavioral modification challenges.

A digital products expert since the early days of the Internet, Dave also leads the development and optimization of our benefit automation and HR technology platforms, including both our desktop and mobile solutions.

Dave’s distinguished career includes brand marketing positions with Leo Burnett (General Motors, Philip Morris), Coca-Cola and AOL. More recently Dave was the General Manager of Consumer Media at Hanley Wood and the Chief Marketing Officer at eCommerce retailer Simplexity.

A sampling of the diverse brands Dave has worked on include:

  • Oldsmobile
  • Rockford Fosgate Audio
  • Marlboro
  • 精灵
  • 钟点工
  • AOL
  • 城市是最好的
  • Moviefone
  • 建筑师杂志
  • ePlans.com
  • Floorplans.com
  • homeplans.com.
  • verizon.
  • T移动
  • When.in
  • GMC Truck
  • Celebrity Cruise Lines
  • 可口可乐
  • Barq's.
  • Wendy的
  • 数字城市
  • MapQuest.
  • 建筑师杂志
  • 改造杂志
  • Dream Home Source
  • Houseplans.com
  • Wirefly.com
  • 短跑



Connect with me:


Budgeting for Benefits: Sage Advice for Cost-Conscious Employees

David Rook

Editor's note: We'd like to thank Ann Lloyd ofCheuseAvingSuide.comfor collaborating with us on this week's blog post.

Employee benefit offerings can be powerful motivational tools. They can help steer workers to new opportunities or drive loyalty to current organizations. This has never been more true than in today’s hypercompetitive job market.

But as we discussed recently, offering robust and generous benefit programs isn’t enough. Employers must communicate these programs clearly and concisely since研究显示令人困惑和复杂的福利计划可以是压力诱导 - 以及目前员工和未来的人才前景的真正关注。

One of the main issues weighing heavily on workers, particularly those who are younger and/or in low-wage jobs, is that of money. Benefits, after all, can be quite expensive, depending on how generous or stingy an employer chooses to be.

Here are some best practices for employers to use when coaching more cost-conscious employees through the benefits enrollment process.



Ten Reasons to Migrate to Digital Communications This Open Enrollment Season

David Rook

Employers continue to migrate to digital employee benefits communications, most especially during this Q4 open enrollment season. Younger and more digitally savvy workers have especially welcomed this transition.

This flight to digital has no doubt been hastened by the continuation of work-from-home policies and the unwelcome return of a year-end slowdown in delivery services at the US Postal Service.


在过去的几年中,JP Griffin集团利用了几种数字营必威和bob销解决方案。尽管如此,两个尤其值得注意 - 我们的互动福利入学指南和我们的移动钱包卡。两者都大大提高了我们的营销努力,并获得了许多赞誉。

Here are ten improvements we've noted during our migration to digital.



[Complex Health Benefits] The Impact on Employee Productivity & Well-Being

David Rook

虽然医疗保健复杂性没有什么新鲜事,但是2021年量子健康研究underscores the significant, negative effects on program participants and the employers who fund these complex group medical employee benefit programs.

One of the clearest takeaways from the research is that consumers continue to struggle with healthcare complexity. The key challenges consumers face revolve around understanding their coverage levels, making use of their benefits, finding providers, and understanding their insurance claims or bills.




Because change is often inevitable, it’s important that employers consider the findings of this research to reevaluate their employee benefits programs and communication plans, all in an effort to help facilitate employee adoption, productivity, and well-being.

话题:员工通讯Plan DesignCultureEmployee Productivity



David Rook


在那些日子里,美国在线(AOL)的高级领导下注on all sorts of industries they thought they could disrupt, from online dating and car shopping to airline bookings and online auctions. When asked what the company was learning from placing strategic bets in all of these commerce verticals, AOL's Founder Steve Case said, "it appears that anything that's easier to do online than offline will eventually transition to the web."

同样的洞察力现在可以安全地说的telemedicine. While both patients and providers were slow to embrace it, the popularity of telemedicine exploded this past year, while funding for almost anything telehealth-related has been booming.

根据技术供应商AthenHealth那they saw telehealth volumes in their network increase from less than 1% of total volumes pre-pandemic to as high as 32% during the pandemic, before settling in at around 10-11%.

And while it may be tempting to brush off telemedicine as a stopgap measure that served its purpose during this unprecedented healthcare emergency, new research shows that virtual care will long outlast the pandemic itself. In fact, experts predict that the telehealth market is expected to reach $185.6 billion by 2026.


在一个recent study经过Doctor.com, telemedicine was shown to save patients over 100 minutes of their time compared to in-person office visits. Add to this that video visits often trigger a lower co-pay than an in-person appointment, and you have a winning combination – a savings of both timeandmoney.

话题:远程医疗远程健康TelecareVirtual CareVirtual HealthVirtual Medicine



David Rook

这些天,退休储蓄是每个人的思想,无论劳动力的年龄或年龄多年。Millennials are concerned they’ll never be able to retire, while baby boomers are choosing to delay retirement — in part because of employer demand for their expertise in the face of a low unemployment rate, but also because many of them haven’t sufficiently saved for retirement. In fact, according toTime’s Money division,28%的潮一年和55岁以上的老年人没有anyretirement savings whatsoever and just over half have less than $50,000 saved.

Even more surprising, the median amount Americans have saved for retirementis just $5,000,这意味着我们有很长的路要走,帮助人们为黄金岁月做好准备。这个数字看起来令人惊讶的低 - 而且它是。美国人在32至61岁的美国人之间的平均退休储蓄仅为96,000美元。然而,Super-Savers的平均值被拉出,所以数字似乎是人为高的。

随着高扣除健康计划(HDHPS)的普及,现在很多人都已注册health savings accounts(HSA)。虽然人们大多熟悉短期储蓄机会,但这些账户提供医疗保健费用报销,许多人也意识到HSA也是一个可行的退休储蓄选项。

这引出了问题 - 如果人们不得不在投资于他们的401(k)或最大限度的年度之间,那么一个是更好的退休储蓄选项?

话题:Employee BenefitsHSA.Retirement Planning


A Brief History of Employer-Sponsored Healthcare [From the 1930s to Now]

David Rook

A Brief History of Employer-Sponsored Healthcare [From the 1930s to Now]

由于美国人继续辩论经济实惠的护理法案(ACA)的影响,也许快速看看历史时间表雇主赞助医疗保健will provide context for the state ofAmerican healthcareas it exists today.


Before the 1930s, the American public largely paid its own way where medical costs were concerned. With the exception of a few industries, employers by and large had little motivation to provide health coverage. Americans who worked in dangerous professions like mining, steel, and railroads had access to company doctors in industrial clinics or union-operated infirmaries. Though this was not healthcare as it exists today, these company-sponsored clinics were some of the earliest precedents of businesses becoming involved in their employees’ well-being.


The '30s: The Great Depression



Into this environment came the beginnings of private health insurance. Blue Cross and Blue Shield plans paved the way for private insurers to begin crafting plans to meet the needs of the growing market. Still, at this stage, employers were not generally in the picture, and these original health insurance offerings were purchased almost exclusively by individuals.

话题:Affordable Care ActEducation


Using Behavioral Economics in Employee Benefits and Workplace Wellness

David Rook

So what exactly is行为经济学为什么它是激励行为的有用工具?


An excellent example of this inworkforce wellnessis when employers use incentives to encourage or discourage a specific thought or action.

在今年早些时候的博客帖子中,赔偿Cafeused smoking as an example of a behavior that many employers may want to discourage, since it's both unhealthy and disruptive. The challenge is doing so in an effective and non-offensive manner.


话题:Employee Benefits行为心理学



David Rook


Once an activity only those with desk jobs could get away with, experts point to the ease in which retailers have now made shopping from smartphones as one of the primary drivers of this dramatic increase in online shopping while at work.


Among 28 U.S. cities in the survey, Phoenix tops the list of cities with employees who admit to this hit in productivity, with San Diego and Austin following close behind.



话题:Employee BenefitsCompany CultureEducationEmployee Productivity



David Rook

Every business owner is concerned about their company’s reputation. It not only affects their ability to attract customers, but also the talent they’re able to recruit. And these days, the internet is providing a much louder voice to a much wider audience, making business reputation management both more difficult and more complicated.



One of the most positive things the internet has bestowed upon us is the ability to be more transparent. We don’t buy anything without researching it and reading every review we can find, so why would job-seeking be any different? People can read the company’s website, but let’s face it: what they really want is the inside scoop. They want the dirt. They want to know why employees leave, what they’re upset about, what they wish they could change, and how good the员工福利真的是。

话题:Employee BenefitsCulture声誉管理Social Media



David Rook

The term “work-life balance” has gotten quite a bit of buzz in recent years, thanks in part to the new priorities millennials are bringing to the workplace. This idea captures the desire to work and grow in a career, but also the desire to enjoy one’s life outside of work — with the goal of creating a meaningful sense of balance between the two.

However, it’s not just millennials who crave a healthy balance between their working lives and time spent outside the office.

The workforce is currently juggling three different generations (not including the bookend demographic groups of Generation Z and The Silent Generation) who view the working world in different ways. It’s important to define what “work-life balance” truly means to each of them, as it may change how employers can effectively motivate employees.

话题:Employee Benefitsmillennials多代留住员工work life balance



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