Employee engagement and retention are fundamental factors that affect the success of any company. That’s why employers today spend countless hours developing benefits programs for their organizations.
Whether you’re managing a start up or an established company, it is crucial to offer employees the kind of benefits that they want. One way to do this is by taking employee feedback into consideration.
Employee feedback, whether positive or negative, can prove to be very helpful for creating a benefits program. However, it’s imperative to take feedback from employees across the entire organization.
By asking employees for feedback on benefits program, it can engage and motivate them to perform better.
It’s a fact universally acknowledged that every employee wants to feel appreciated and valued. They want to contribute towards organizational goals.
Employee input on benefits can be used to motivate them to perform to their full capacity.
It’s quite common that organizations have a mix of employees. Employees are of different genders, ages, backgrounds, etc.
Naturally, different employees have varying needs. When you ask for feedback, it will give you an idea of the kind of benefits employees want.
Employee input is a great tool to make sure employees receive the benefits that suit their requirements.
Similarly, if you already have a benefits program, getting feedback from employees will help you identify the strengths and weaknesses of the program.
Feedback is often mistaken for negative criticism. However, it is actually constructive criticism.
By seeking employee feedback on benefits program, you can make better decisions to improve performance.
How to make the best use of employee feedback…
- First off, ask employees to fill out a survey regarding benefits. Once you get the results, it is time to make sense of it. Your best bet is to look for common themes. For example, does the survey feedback indicate your employees need insurance, leaves or anything else? Identify the areas of greatest concern to your employees.
- Try to be as transparent as you possibly can. Let your employees know what you have gathered from their feedback and what type of benefits you will be offering. Employees expect to be taken seriously. They are interested in knowing what you are planning to do with their feedback. If they have any questions, address them honestly.
- Set realistic benchmarks. This will help you to move your business forward and engage employees at the same time. For example, you can promise to provide health insurance next year. Setting benchmarks will also help you stay accountable for the actions you plan on taking in the future.
- Last but not least, be sure to follow up with your employees. Feedback is not a one-time thing. Similarly, employees may demand newer benefits after some time. Make sure to get their feedback regarding benefits throughout the year.