As far as actually taking the right decision, regardless of the issue at hand, feedback is the most effective way to get down to it. A great example for this would be P&G’s swiffer mop. When P&G first started selling mops to clean floors, the product was very popular. But eventually, sales started to drop.
The company assumed that it was because the soap used to clean the mop was not strong enough.
Therefore, they changed up the formula and made it stronger. It did not work, so they decided to ask their customers what they wanted. They found out that it was not the soap but the inconvenient process of mopping the floor. So, they came up with the solution of swiffer mops, which made the cleaning process easier.
Let’s project this example on to employee benefits now. If you don’t take your employees in the loop with regards to what benefits they want, they will have the desired effect. To ensure you have a solid employee benefits program, you need to understand what motivates your employees. You need to understand their needs and then act on them.
Essentials of Getting Employee Feedback
This is where companies have a tough time determining how to collect the feedback. Human resources teams usually opt for simple surveys of finding out what the employees’ desire. However, it is encouraged that you use focus groups, interviews and user-testing to get more refined information.
First and foremost you need to determine the number of people you’d like to get feedback from. Depending on how broad or narrow you want your audience to be, you decide on the tropics you want to discuss.
For example, for a broader audience, topics, such as, retirement plans and health insurance would be feasible to discuss. This could be applied to all age groups of your workforce. For a smaller audience you would have to design an interview catering to the said groups’ needs.
Importance of Feedback
Feedback gives you an insight about your employees you would not get otherwise. It is essential for business owners to recognize the value of engaging with employees. By creating a comprehensive strategy on how to engage with your employees you could design a smarter employee benefits program.
Creating a benefits program based on employee feedback does not have to be a dire process. You could send out short surveys or even conduct one-one interviews to get candid answers.
Usually, human resources teams jump straight to creating a benefits program without taking into account the opinions of the workforce.
This could be troublesome for the business and the employees as there is not point of going through the hassle of creating a program no one might use.