Using an employee survey as a tool to gauge your employees’ true opinions about your company’s benefit program is essential. Learning what types of benefits employees appreciate most — as well as the types of benefits they would like to have — can help you restructure your employee compensation package to retain existing employees and attract more long-term employees. You can readily include questions about your benefits packages in your employee survey. Read on to learn some of the best practices we’ve used while surveying millions of employees to gather their feedback about their employers’ benefits packages.
Protect Respondent Confidentiality
One of the most crucial aspects of any employee survey is to ensure the respondent anonymity. You’ll enjoy better response rates, collect more accurate data, demonstrate respect, improve retention, and build trust. Whenever you collect employee feedback, use an outside vendor to protect employee anonymity.
Ask the Right Questions
It’s a big deal, to collect employee feedback. There are a lot of considerations, like technology, confidentiality, communication, and then there’s what you’ll do with the data once you have it. If you and your survey provider are to solve all those problems, be sure you’re asking the right questions before you launch. Are you isolating issues and attitudes? Are you collecting actionable demographic data? And, of course, you’ll want to be sure to ask questions about each of the benefits programs you offer.
Benchmark Against the Competition
Knowing how you stack up against employers of your size, in your industry, is powerful intel. When you consider the questions you’ll ask and the survey provider you’ll work with, consider whether or not benchmarking data reports will be available to you. And don’t stop there! Be sure you ask questions you’d be asking again in the future. Benchmarking against yourself, year-over-year, is the only way to measure improvement.
When your employees give you their feedback, they want to see you respond to it. The first step is to communicate. Let your employees know that you heard them, loud and clear. Tell them you appreciate the honest feedback. Tell them that the leadership is working on an action plan to address what was uncovered.
Best of all, if you work with the right survey provider, you can see employee your response data by department, location, and business unit. When you know that there’s a problem in the sales department, or a victory on the administrative team, that’s important information.
When you’re ready to learn more about employee survey timelines, process and pricing, schedule a time to meet with one of our employer coaches. We’ll get all your questions answered.
Content in partnership with Best Companies Group