{"id":3097,"date":"2016-11-02T18:00:54","date_gmt":"2016-11-02T22:00:54","guid":{"rendered":"http:\/\/www.sogolytics.com\/blog\/?p=3097"},"modified":"2019-10-18T01:28:31","modified_gmt":"2019-10-18T05:28:31","slug":"3-steps-to-getting-the-most-from-your-employee-benefits-survey","status":"publish","type":"post","link":"https:\/\/www.sogolytics.com\/blog\/3-steps-to-getting-the-most-from-your-employee-benefits-survey\/","title":{"rendered":"3 Steps to Getting the Most From Your Employee Benefits Survey"},"content":{"rendered":"

We\u2019ve all heard about trendy employee incentives like ping-pong tables and beer refrigerators, but do those perks really make a difference? What about real, impactful employee benefits?<\/p>\n

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Earlier this year, in a decision aimed at luring and retaining talent, beverage giant Coca-Cola unveiled an expanded parental leave policy in the U.S. Previously, Coke only gave six to eight weeks paid leave to female employees who gave birth. Crediting the influence of its millennial employees and the need to promote gender equality at work, going forward, all new parents at Coke\u2014including dads, adoptive and foster parents\u2014will be entitled to six weeks off upon the arrival of their children. Birth mothers will also be entitled to an additional six to eight weeks\u2019 leave.<\/p>\n

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Benefits surveys are critical to understanding employees\u2019 opinions about your benefit programs and workplace quality of life.<\/p><\/blockquote>\n

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Although employee benefits are an ever-increasing share of employee compensation costs, having a competitive benefits package is vital to attracting and retaining the best employees. The best benefit programs are those that align with an organization\u2019s business strategy and compensation philosophy. In response, employers are getting flexible with their work perks and employee benefits programs.<\/p>\n

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So what\u2019s the biggest challenge for employee benefits managers these days? Change\u2014in healthcare reform, virtual workforces, global expansion, Millennials, etc. Today\u2019s employers are tasked with structuring employee benefit programs that keep the business competitive and<\/em> employees motivated.<\/p>\n

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Making the Leap to an Engaged Workforce<\/strong><\/h2>\n

Benefits help both you and your employees: when you have happy, satisfied employees, they\u2019re more likely to be engaged, remain with the company longer, and go the extra mile. Coke\u2019s parental leave policy was \u201cchampioned\u201d by a group of millennial employees tasked to come up with ideas for attracting and retaining younger workers.<\/p>\n

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To make the leap at your company, start measuring. HR and finance leaders see HR technology and improved employee benefits as the biggest potential return on investments (ROI). According to compensation.blr.com<\/a>, companies should focus on core HR and benefits\u2014not perks and gimmicks.<\/p>\n

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Survey What Employees Care About<\/strong><\/h2>\n

In MedLife\u2019s 2016 U.S. Employee Benefit Trends Study, 71% of employees consider work to be the foundation of their financial security, and 62% of employees are looking to their employers for more<\/em><\/strong> help in achieving financial security through employee benefits. Half of employees strongly agree the benefits they receive at work help them worry less about unexpected health and financial issues, and 70% of employees say customizable benefits would increase their loyalty.<\/p>\n

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Employee benefit surveys are an important part of staying up with the needs of your employees, as well as keeping your employees up to date with the benefits your organization provides. Benefits surveys are critical to understanding employees\u2019 opinions about your benefit programs and workplace quality of life. Making assumptions, best guesses, or jumping on the bandwagon with whatever others in your industry are doing may not be the best solution for your organization.<\/p>\n

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Track And Measure What Employees Value Most<\/strong><\/h2>\n

A simple, powerful tactic is to ask employees through surveys\u2014then listen and take action. The steps are easy:<\/p>\n

Identify Your Goal<\/strong><\/h2>\n

What is the company\u2019s goal for soliciting feedback? Are you looking for general feedback on the benefits employees value, or for specific feedback on a benefits program, like health insurance options?<\/p>\n

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Once a goal is established, brainstorm questions and remember to:<\/p>\n