According to the 17th Annual U.S. Employee Benefits Trends Study published by MetLife, only 67 percent of employees reported being happy with their workplace benefits. Employee benefits perform a critical role in the happiness and health of a workforce. Offering sought-after benefits, such as health insurance and retirement matches, demonstrates to employees that the business they serve is invested in their future. Having in-demand benefits can also differentiate one business from the next when hiring.
Benefits surveys can help nonprofit organizations better gauge what their current and potential employees are looking for in a compensation and benefits package. Through a series of important questions, employees can provide feedback about important topics and recommend additional benefits that may help motivate them and improve productivity. Learn more about the importance of conducting benefits surveys for nonprofit organizations and what questions an employee benefits survey should include.
Importance Of Employee Benefits Surveys
Employee benefits surveys are an essential part of meeting the needs of employees. Different workers value different things; while working parents may benefit from paid time off and flexible work hours, a younger workforce may find gym membership and tuition assistance more enticing.
It is the responsibility of an employer to find the right balance based on the age and needs of current employees, and what appeals to potential job candidates. Benefits surveys can help employers learn more about what their workers are looking for in terms of benefits, helping them to build a comprehensive benefits package.
How To Structure An Employee Benefits Survey
Some businesses make the mistake of asking generic questions regarding employee benefits. Benefits surveys should be detailed and also measure the employees’ perceptions of benefits to assess how well they understand the benefits that are being offered.
Using a combination of ‘Yes’ and “No’ question formats, open-ended responses and questions with a rating scale can help employers better understand the opinions of their workforce. A survey should include questions covering a wide array of topics, such as the employee’s level of satisfaction with existing benefits, what benefits employees enjoy most, how they rate each benefit on a scale of 1 to 10 and how new or existing benefits affect the work life balance of employees.
Remember that surveys should always be anonymous to encourage employees to be truthful about how they feel and to add further comments about the benefits they would like to see. Provide additional sections on the survey where employees can elaborate on their answers.
Areas To Focus On When Developing A Benefits Survey
Benefits surveys should contain information and questions on topics that may influence how an employee feels about a particular benefit or lack of benefits. Ideally, benefits surveys should be conducted on an annual or biannual basis to ensure that all employees are provided the opportunity to participate, and that any new opinions are heard.
Some of the most important topics to include when structuring a benefits survey include health benefits, pension plans, office culture and infrastructure, sick days, maternity/paternity leave, transport, disability insurance and wellness and welfare topics. Ensure that the questions are clearly written and easy to understand by all.
Consider asking about benefits that may be considered unconventional within a standard nonprofit organization. While health insurance and retirement plans are common benefits, businesses should also consider stock options, childcare resources, gym reimbursements and access to food services and snacks.
Segmenting Questions In A Benefits Survey
Businesses already have access to a wealth of information that can be useful when creating questions for a benefits survey. Consider what information the business already has in their system and what information is needed directly from the employee. Consider segmenting results by groupings to better understand how different sectors of the workplace value different types of benefits.
For example, a benefits survey may ask questions regarding age, such as “What age group do you fall into?” Possible answers may include “Under 25,” “26 to 34,” “35 to 44,” “45 to 54” and “55 or older.” It may also ask questions that are individual to each person, such as “Which department do you work in?” or “Which office are you based at?” Many benefits surveys also ask questions regarding gender, seniority, parental status and whether an employee is part-time or full-time.
Reviewing the Results of an Employee Benefits Survey
Once the employee benefits survey has been completed and returned by employees, it is important to analyze the results. Look at the workforce’s current level of satisfaction with the benefits that are presently being offered and what benefits workers would like to see added to their benefits package. It is not necessary to add every benefit mentioned on the survey but instead include those that are desired by the majority.
Top Benefits Of Conducting Benefits Surveys For Nonprofits
There are many benefits that nonprofits receive by conducting a benefits survey. First, a benefits survey is an excellent resource for collecting feedback from employees. This cost-effective method can be achieved through a simple email, via online platform or with a paper document disseminated during work hours. Consider sending reminders to employees to boost the response rate.
Benefits surveys also provide an opportunity for ongoing discussions and communication between employers and employees. While surveys should remain confidential, employees should feel encouraged to ask questions and speak out about what they would like to see added to the benefits package. A benefits survey can also provide insight about how employees view the organization as a whole and their level of satisfaction in their given role.
Speak With An Experienced Benefits Consultant Today
Conducting employee benefits surveys on a regular basis is an excellent way to achieve overall greater satisfaction amongst workers in an organization. Providing competitive benefits also shows employees that they are valued by the administration. For more information about why nonprofit organizations should conduct benefits surveys, or to speak with a qualified benefits consultant about building a comprehensive employee benefits package, contact the professionals at Business Benefits Group today.