Why Survey Your Employees? Because You Can’t Afford Not To

As the cost of employee benefits continues to increase, employers feel the pressure to maximize the return on every benefits dollar they spend. Most companies look to their consulting and legal advisors, as well as benchmarking studies, to help them determine what benefits will appeal to their current and prospective employees. However, many companies never consider the input of their employees.

Employers are often nervous about employee surveys in general, and particuarly regarding their benefits. Opinion Research Corporation recently published the results of a "survey about surveys." They found that only 40% of companies conducted any kind of employee survey at all. Yet, of those that did, 80% of the employees felt good about being asked for their opinions and believed their performance improved as a result.

So, if employees actually like to be asked for their opinions, how can a company use a survey about employee benefits to their best advantage? How can they gather input without raising unrealistic expectations and generating data that is actually useful in the plan design and implementation process. The answer is through careful survey design, execution and communication.

What You Can Learn From an Employee Benefits Survey

An employee benefits survey is designed to capture employees’ understanding and perceptions of your company’s benefit package, including:

• How well do your employees understand their existing benefits plan?

• How important are individual benefits to your employees?

• How satisfied are they with their benefits?

• How competitive do they perceive your benefits to be?

• How effective are your benefit communications?

• What additional benefits would employees like to have?

• What benefits are they willing to pay for?

A survey can help you determine which benefits are most important to employees and if your benefit dollars are being spent "wisely." You can also determine if employees are willing to pay for new benefits, and if so which would have the broadest appeal.

Utilizing quantitative data captured by your survey, you and your consultant will be better equipped to design and implement a benefits package that strategically allocates benefits dollars appropriately. The right benefit package will make your company more attractive to quality employees, while simultaneously helping you apply benefit dollars judiciously and control costs. Studies show that effectively communicating the value of benefits actually increases employee satisfaction and reduces turnover.

Surveying Beyond Benefits

While it’s a good idea to keep your survey fairly focused, it may also be a good opportunity to gather some additional employee input. For example, you may include a question in your survey about the employee’s general experiences working at your company.

Whatever your survey topics, it’s important to communicate the results to your employees and share with them any changes you are making, or contemplating making, as a result of their input. It’s critical that employees know that you heard them, even if you aren’t taking all of their suggestions.

Learn More

If you are interested in conducting a survey of your employees, BRG can help you:

• Determine the right questions to ask,

• Implement the survey via internet or paper with minimal effort from your staff,

• Interpret and communicate the results, and

• Determine any changes you may want to consider in your plan design and/or communications.

Give us a call. We look forward to assisting you.

Ross W. Farro is a Principal with BRG and specializes in assisting clients with their Health and Wellness needs. You can contact Ross by phone at 216-393-1820 or by email at rfarro@benefitsrg.com.

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