With 13,000 Canadian employees spread across offices and frontline working environments, PepsiCo’s rewards team relies on different delivery methods when reaching out to its workforce, who access their benefits information differently, she notes.
Read: Who are the winners of the 2026 Workplace Benefits Awards?
“We try to come up with ideas on how we can reach those employees so they have the same information that someone that does have access to an email.”
The organization prioritizes mobile-friendly digital content that can quickly deliver answers and more information on its benefits solutions, according to its awards entry. It also leverages social media-style internal engagement tools with simple visuals and even emojis to drive a more approachable and less transactional style of communications.
Also, instead of relying on typical awareness language that can be easily ignored, PepsiCo uses action-oriented phrases, such as, ‘You’re leaving money on the table, increase your contribution today and maximize the match!’ in its messages to try to incentivize employees to review their offerings or even update their beneficiaries.
By leaning on action statements, Le and her team are targeting simper messaging to all employees. They’re also using a strategy based on a timeline of “moments that matter” as a communications framework.
Read: PepsiCo Canada enhances financial wellness strategy with personalized platform
The team also aligns benefits communications to a variety of meaningful moments in someone’s life — getting married, starting a family, buying a home, gender transition or preparing for retirement, for example, which helps them deliver timely communications that make benefits feel intuitive and supportive.
A fan of behavioural science, Le says she relies on it to activate employee actions, noting it removes any unnecessary barriers of entry. Instead of requiring five points of entry through clicks or taps on a smartphone, employees can access information directly with a QR code, she adds.
PepsiCo is also taking significant steps to adopt artificial intelligence technology solutions that can simplify communications. Instead of relying on a 20-page booklet, AI can instead leverage a one-page bulletin information method that takes seconds for the employee to review, she says.
“[Employees are] able to ask an AI agent exactly what they’re looking for. Those are the things that we’re looking at and exploring over the next couple of years.”
Visit Benefits Canada to learn more about the 2026 Workplace Benefits Awards winners in the coming days.