What is Digital Media: 8 Things about Digital Media

Weather apps on smart phones, racing games on video game consoles and ultrasound imaging devices in hospitals are all included in digital media products.

They are successful because they are attractive, easy to use (even in the case of fun games), and deliver results.

Digital Media is a blend of technology and content, & building digital media products requires teams of professionals with diverse skills, including artistic skills, technical skills, analytical & production coordination skills.

All of these skills are need to be balanced on a team, with all team members focused on creating best user experience.

The world we live in today is populated by digital media products & these products enable & deliver experiences in many industries, including industries that aren’t typically associated with digital media—such as health, government and education.

Digital media products can be found in:

  • eCommerce
  • Games – console, online and mobile
  • Websites and mobile applications
  • Animation
  • Social media
  • Video
  • Augmented reality
  • Virtual reality
  • Data visualization
  • Location-based services
  • Interactive Storytelling

Digital media can include these industries:

  1. Entertainment
  2. Technology
  3. eCommerce
  4. Non-Profit
  5. Health
  6. Education
  7. Marketing and advertising
  8. Government
  9. Sports
  10. Environment
  11. Television
  12. Publishing

8 things you should to know about digital media

Digital media are known to be not only very effective in reaching group benefit plan members, but also in sparking their engagement. 

Here are nine points why employers have everything to gain by including these media in their communication strategies …

1. Information Consumers, Whether Group Benefit Plan Members or Not, Prefer Digital Media

Almost everyone is connected these days. As many as 83% of Canadians are online 16.4 hours per week on average. And the more interactive a medium, the more popular it is! 

There is a reason behind the fact that 2 billion people watch videos on YouTube every day. Yes, many prefer to watch videos rather than read texts, but in addition, we can comment on them, share points of view, exchange information, etc.

2. Emails are nothing more than a catchphrase

Emails should not be the message itself. The goal of an email is to create interest so that the recipient has a “taste” to know more. 

The subject line of the email should be short, attractive and to the point. The elements contained in the message should be presented in short enumeration points with links to more detailed content, whether to a micro-site, a blog, videos, etc.

According to a study in the UK, employers are not very successful with their emails: only 17% of emails from HR are opened and less than 1% of links in emails are clicked.

3. It is possible to create interesting content for digital media inexpensively

Producing interesting digital content for employees requires good ideas, the purchase of a high definition video camera and a few hours of one’s time. 

The video can be viewed as a podcast and embedded in an email or blog post.

4. Employees, like all consumers, want to know the opinions of others and give their opinion on products and services.

Members of a group benefits plan seek the opinions of people who are going through a situation similar to theirs.

At Sun Life Financial, we ran our first social media campaign in 2009 when we asked participants what we were doing right and what we could improve. 

We received almost 1000 responses in eight weeks and most of them were not only positive, but also sometimes funny or creative. 

The information shared by the participants made it possible to reach other participants thanks to their authenticity and relevance.

5. Social media represent a great opportunity for participants to exchange and interact

And they represent an excellent tool for employers to collect up-to-date data through surveys, contests, requests for comments, etc.

Employers can offer a closed social network environment like Lotus Connections; thus, people on the outside do not have access to the content. It is possible to build a robust site that offers all the functionality of social media and even put moderation and control mechanisms in place.

These platforms are a great way to exchange up-to-date information: in social communities, users themselves correct, update or comment on information that is out of date.

Finally, participants’ questions could represent an additional workload that can be avoided by choosing to publish FAQs (frequently asked questions) for current questions, as well as the latest news from the supplier, or even organize discussions.

online with HR employees responsible for the group benefits sector or advisers who can answer questions.

6. The expertise of the group plans provider in digital technologies must be exploited to promote employee engagement

Certain strategies, such as the development of interactive microsites, are not accessible to everyone’s budget. 

Employers should not hesitate to look to their group plan provider to develop and host public sites, which can be used by all employers by connecting to them through their own internal communication system.

The development of mobile technologies is also very expensive. It is up to group benefit providers to develop these technologies, and to employers to promote and take advantage of them. 

Mobile technologies increase plan member commitment to their group plan by enabling them to take action immediately.

For example, Sun Life Financial recently launched an app – the first in the industry – that allows plan members to submit a claim for immediate processing as soon as they incur a charge, and get instant benefits. information about their claim or their group retirement savings account.

As the craze for mobile technologies does not wane, with more than 6.6 million Canadians owning a smartphone (and this number continues to grow), these technologies will become an increasingly important part of the business. the participants’ commitment to their group plan.

7. Media to reach millennial workers

By 2020, Millennials will represent 40% of the Canadian workforce and this group of employees is particularly comfortable with new technologies. .

They are familiar with emerging technologies – for example, QR codes that bridge the gap between digital technology and printed materials. 

A separate image is created and incorporated into a print. When the code is read by a smartphone, information is automatically saved to the user’s phone – whether it’s contact information, a link to a website, etc. 

Most smartphones already come with free software for reading codes when purchased.

Inserting QR codes in the welcome guides of our members will allow them to save in their smartphone the contact details to contact the plan provider. 

Sending and receiving text messages has replaced email for this generation, which is an important consideration for years to come.

8. Digital technologies should be integrated into an employer’s HR strategy and correspond to its degree of ease with them

When an employer is considering developing its digital communication strategy related to the group plan, it must account not only of its budget and demographic data concerning its employees, but also of the added value that such an initiative would bring to it.

Certain aspects must therefore be studied – such as the interest of employees in new technologies. It is good to conduct a survey to feel the pulse of your employees before making the big shift.

Also Read : What is Digital security? Risks,Protection and Solution

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