Over the past decade, employees’ work desires and motivations have remained in a state of flux. Perhaps it is the changing of the guard in four parts with the four co-existing generations in the workplace at one time. The unique attitudes from Baby Boomers and Generation X to Millennials and Generation Z are bound to have an impact on the workforce since the world has changed drastically over the past 50 years.
These attitudes aren’t all attributable to generational shifts. Some are likely due to a combination of the response to the world’s digital transformation and a desire to make more efficient use of their time. Furthermore, add in the events that have unfolded since COVID-19, riveting and even paralyzing much of the world in early 2020, employee attitudes have shifted even more. People have taken stock of what matters on a deeper level than perhaps ever before.
Amid all these changes, employers try to navigate the ever-changing attitudes of job seekers and employees applying for positions, observing attitudes changing among existent employees as the world changes around them.
Both employers and employees are looking at the workplace differently these days.
Are you trying to better understand your employees and their views on benefits? One of the best ways to do that is to ask them directly. More businesses are dispatching employee surveys to gain more insights into what their employees want.
If you are thinking about creating an employee survey, you might wonder what types of questions will offer you the best insights into what employees want, and if and how you can provide what they want. You might be surprised to learn what HR benefits managers like yourself ask employees to get a better perspective on who their employees are and how to retain them. Essentially, benefits don’t look quite the same as they did even five years ago, much less a decade ago.
Top 10 Employee Survey Questions
In this article, we have chosen the top 10 employee survey questions that yield the best insights and paths to understanding your employees and their evolving needs. These will help your organization discover how to gain employee satisfaction, retention, productivity, and ultimately, profitability for your organization.
Some questions might surprise you, as they stray from the traditional desire for health insurance benefits and the accrual of vacation and sick time. They might also reinforce what you already suspected about the workplace’s changing nature and how your organization might need to reevaluate and redirect.
We invite you to look at the top 10 employee questions you might add to your survey.
- How Satisfied Are You With the Current Health Benefits Provided?
- How Much Does the Cost of Health Benefits Affect Your Opinion on the Existing Benefits Plan?
- Does the Current Health Benefits Plan Meet Your Needs and Your Family’s Needs?
- Would You Like to See the Option for Alternative Health Insurance Choices Like Self-Funded Plans?
- Are There Additional Types of Insurance You Would Like for Us to Provide, Such as Accidental Death and Dismemberment?
- Are You Satisfied With Your Retirement Plan Options?
- Would You Like More Training and Professional Growth Opportunities?
- Are You Satisfied With the Current Range of Flexible Hours?
- Can We Do More to Promote Health and Wellness?
- Would You Like for Us to Provide More Parental and Family Leave Options?
1. How Satisfied Are You With the Current Health Benefits Provided?
Since this question gets to the heart of creating and distributing the survey to employees, it’s the best place to start. While employees will always want fair compensation for their job position, education, and experience, they increasingly want a better overall workplace experience that includes health, and personal and professional growth potential.
That might sound like a tall order for you as an employer, but it’s reasonable since your employees offer your business the chance to thrive. It may not be that difficult to provide when you are willing to listen to your employees’ needs.
According to Forbes, employees’ ideas of benefits are evolving to focus on overall well-being, so they might be inclined to seek benefits that focus on work-life balance, flexibility, promotion of a healthy lifestyle, and more efficient and effective healthcare plans.
Take note of what employees answer here to explore new options beyond traditional health care packages.
2. How Much Does the Cost of Health Benefits Affect Your Opinion of the Existing Benefits Plan?
Over the past decade and amid ever-rising costs of health insurance premiums, co-pays, and medical bills, employees have started to ask about the cost versus value of health insurance. They are increasingly asking what health insurance is really worth.
A great deal of health insurance feels like a gamble against their well-being for healthy workers, as they pay into something they might not need for years. Of course, everything hinges on all the “ifs,” such as “What if I get into an accident” or “What if I come down with an unexpected illness?” Employees with existing or growing families are another matter, but you can’t ignore your single workers’ needs and goals either.
When you consider the fact that an employee’s health insurance is a significant portion of their benefits, their answers might make you reconsider your current strategy that focuses on preventive options like offering gym memberships and wellness program options for those who prefer them.
3. Does the Current Health Benefits Plan Meet Your and Your Family’s Needs?
Again, you must assess all employees’ opinions on the current health benefits plan, whether you offer traditional plans or take a more proactive and holistic approach. If you find that an overwhelming number of employees find your current plan too expensive or not extensive enough, it’s time to give everything a closer look to see if you need to switch up your strategy.
4. Would You Like to See the Option for Alternative Health Insurance Choices Like Self-Funded Plans?
There is a sea of creative health insurance plan options available today that offer a range of options to small-to-medium-sized business owners, such as a self-funded plan that is employee-focused at its core and by definition. In such plans, your organization takes on some risk, but the rewards that your employees feel result in greater savings and a sense of appreciation from your company that results in improved satisfaction, productivity, and retention. When you weigh such advantages against the cost of turnover, it might seem appealing.
5. Are There Additional Types of Insurance You Would Like for Us to Provide, Such as Accidental Death and Dismemberment and Life Insurance?
Employees face numerous concerns beyond traditional healthcare, such as mental health concerns, especially amid COVID-19 lockdowns and other restrictions or accidents resulting in death. This question gives employees a chance to express their deepest concerns, allowing you to help ease their minds. Consider adding accidental death and dismemberment insurance and life insurance plans to take these concerns off your employees’ minds if you don’t already offer them.
6. Are You Satisfied With Your Retirement Plan Options?
As the workforce changes, especially generationally, so do attitudes toward retirement. Baby Boomers and Generation X are naturally gearing up for their impending retirement, but Millennials and Generation Z have entirely different views on the matter. Millennials in particular are known for their “job hopping” tendencies to ensure more career satisfaction versus striving for decades of company loyalty in an environment that doesn’t consider their perspective. Therefore, as Millennials become the dominant generation in the workforce driving trends, it’s important to listen to their ideas on retirement, such as boosting savings through retirement accounts like IRAs and 401(K)s.
7. Would You Like More Training and Professional Growth Opportunities?
Employees want to feel like potential professional growth in their job is a given. Are you providing training and professional growth benefits like college tuition reimbursement and leadership training? Ask your employees what they want to inspire them to stay and grow with your organization.
8. Are You Satisfied With the Current Range of Flexible Hours?
If you weren’t already offering some remote work options, you and your employees might have discovered various benefits and challenges over the past year, by managing the COVID-19 pandemic. It turns out that many employers and employees prefer the work-from-home paradigm in a turn of unintended consequences. More employers are considering developing a hybrid office environment to facilitate their needs and the growing desire for flexibility among today’s workers.
9. Can We Do More to Promote Health and Wellness?
Amid mounting health insurance costs, employees appreciate the opportunity to avoid increasing premiums and co-pays by preventing illness, injury, and disease. Is this a concern for your employees? If so, the Centers for Disease Control and Prevention (CDC) agrees that incorporating a workplace health model is an essential step for your business to take in providing proactive measures to keep employees healthy. As your employees become healthier, you can drive down health insurance costs for everyone while keeping them feeling well, satisfied, and cared for.
10. Would You Like for Us to Offer More Parental and Family Leave Options?
Parental leave has long been a crucial benefit for employers to offer employees with growing families. Are you doing enough on that front? Further, are you offering alternative family leave options for adult children of aging parents who might need extended time off to care for ailing loved ones? Your Generation X and Millennials might currently face this challenge on top of caring for their own children, so asking this vital question shows you care enough to take a deeper look at the range of benefits you might provide.
Let Us Help You Come Up With Questions and Answers to Provide the Best Benefits for Your Valued Employees
Today’s workforce is possibly more unique than ever, with a huge array of goals and priorities. If you need more help determining your best benefits strategy, we can help. Whether you need to incorporate more wellness benefits, retirement plan selections, or employee flexibility, we can provide insights and services to make the process easier and more effective, resulting in employee satisfaction and retention.
If you are ready to explore our insurance plans, contact us today by submitting our online contact form or calling us at 408.366.8880. We look forward to working with you!
By Chris Freitas