Smart Benefits: What Benefits do Workers Want? Ask.

Email to a friend Permalink

Monday, May 27, 2019

Rob Calise, GoLocalProv Business/Health Expert

In many companies, the same benefits are renewed year after year. While that approach can afford workers predictability and continuity, it may also lead to dissatisfaction, especially if employees would find other offerings more valuable. That’s why it’s a good idea to survey the workplace annually to guage whether what you’re providing hits the mark or if you should consider alternative plans to keep employees happy.

Whether you perform your surveys electronically or on paper, ask about things like:

• What benefits they know that the company currently offers
• Whether they understand all of the available options
• If they’ve utilized benefits in the past year and, if so, which ones
• Any programs they’d like to see implemented
• Whether the current benefits meet their needs
• Their overall satisfaction with their benefits
• How they think the company’s benefits compare to those of other organizations

 

It’s good to ask a mix of yes/no, ranking scale, and open-ended questions for the most value. And while the surveys should be anonymous and kept confidential, you can ask some demographic questions such as the respondent’s age range for more targeted insight.   

Rob Calise is the Managing Director, Employee Benefits of The Hilb Group of New England, where he helps clients control the costs of employee benefits by focusing on consumer-driven strategies and on how to best utilize the tax savings tools the government provides. Rob serves as Chairman of the Board of United Benefit Advisors, and is a board member of the Blue Cross & Blue Shield of RI Broker Advisory Board, United HealthCare of New England Broker Advisory Board and Rhode Island Business Healthcare Advisors Council. He is also a member of the National Association of Health Underwriters (NAHU), American Health Insurance Association (AHIA) and the Employers Council on Flexible Compensation (ECFC), as well as various human resource associations. Rob is a graduate of Bryant University with a BS in Finance

Related Articles

• Smart Benefits: Offering Competitive Compensation? Find Out
• Smart Benefits: Planning on Summer Interns? Know the DOL Rules
• Smart Benefits: DOL Increases Group Health Plan Notice Distribution Penalties
• Smart Benefits: Employee Purchase Programs: Making Buying Power a Benefit
• Smart Benefits: Post or Pay: What You Need to Know About Poster Requirements
• Smart Benefits: When it Comes to Benefit Info, Get Personal
• Smart Benefits: Tips to Address Tardiness
• Smart Benefits: Updated ACA Reporting Forms Available for 2019
• Smart Benefits: Reduce Winter Weather Workplace Risks
• Smart Benefits: The ACA Court Ruling - What You Need to Know
• Smart Benefits: EEO-1 Reporting Deadline Extended
• Smart Benefits: Staffing Up this Summer? Best Practices for Hiring PT Help
• Smart Benefits: Written Warnings Done Right
• Smart Benefits: OSHA Record Keeping Requirements you Need to Know
• Smart Benefits: Summer Interns & the ACA
• Smart Benefits: More Employers are Offering Telehealth – Should You?
• Smart Benefits: Reminder - EEO-1 Reports Due May 31
• Smart Benefits: Engage Employees in Voluntary Benefits
• Smart Benefits: Combat Employee Stress to Boost Productivity
• Smart Benefits: Does Your Company Care?
• Smart Benefits: Communicating the Benefits of Benefits
• Smart Benefits: How to Respond to a Letter 226J

Enjoy this post? Share it with others.

Email to a friend Permalink