Employee Benefits Surveys: What to Ask Your Team

You invest thousands of dollars in employee benefits each year, but do you know if your team actually values what you're offering? Many Long Island business owners assume they know what their employees want, only to discover later that their benefits package isn't hitting the mark. Employee benefits surveys give you the insights you need to make smart decisions about your benefits investments.

What Is an Employee Benefits Survey?

An employee benefits survey is a structured questionnaire that asks your team about their current benefits experience and future needs. Think of it as a pulse check on your benefits program – similar to how you might survey customers about your services, but focused specifically on what your employees value most in their compensation package.

These surveys can be as simple as a few questions about current satisfaction levels or as comprehensive as detailed needs assessments covering everything from health insurance preferences to retirement planning priorities.

How Benefits Surveys Work

The survey process typically follows these steps:

• Planning: Determine what you want to learn and when to conduct the survey
• Question Development: Create clear, unbiased questions that get actionable answers
• Distribution: Send surveys through email, online platforms, or paper forms
• Collection: Give employees adequate time to respond (usually 1-2 weeks)
• Analysis: Review responses to identify patterns and priorities
• Action: Use results to guide benefits decisions and communicate changes back to employees

The key is asking the right questions at the right time. For example, surveying during open enrollment gives you immediate feedback, while annual surveys help with long-term planning.

Why Employers Use Benefits Surveys

Benefits surveys solve several business challenges at once. First, they help you allocate your benefits budget more effectively. Instead of guessing what employees want, you get data-driven insights about which benefits matter most to your team.

Surveys also boost employee engagement by showing your team that their opinions matter. When employees see you making benefits changes based on their feedback, it demonstrates that you're listening and investing in their needs.

From a recruitment and retention standpoint, surveys help you stay competitive. You might discover that your dental coverage is outdated compared to what candidates expect, or that your team would prefer more flexible time-off policies over additional insurance options.

Finally, surveys prevent costly mistakes. Rather than adding expensive benefits that no one uses, you can focus on what actually improves employee satisfaction and retention.

What Employees Get from the Process

For your employees, benefits surveys provide a voice in decisions that directly affect their lives. Many employees don't fully understand their current benefits or know how to request changes – surveys give them a structured way to share their needs and concerns.

The survey process also educates employees about their current benefits. When you ask specific questions about health savings accounts or retirement matching, it prompts employees to think about and better understand these valuable offerings.

Most importantly, employees appreciate being consulted about their compensation. It shows respect for their input and helps build trust between management and staff.

Key Survey Questions to Ask

Effective benefits surveys balance general satisfaction questions with specific needs assessment. Start with broad questions like "How satisfied are you with your current benefits package?" and "Which benefits are most important to you?"

Then get specific about current offerings: "Do you understand how to use your health savings account?" "Are you satisfied with your current health insurance coverage?" "Do you feel the retirement plan matching is competitive?"

Future-focused questions help with planning: "What additional benefits would you most value?" "Would you prefer more vacation time or additional health coverage?" "Are there family benefits we should consider?"

Don't forget practical questions about communication: "How do you prefer to receive benefits information?" "Do you understand how to enroll in or change your benefits?"

Survey Timing and Best Practices

Timing matters significantly for survey success. Many employers survey just before open enrollment to gather input for the coming year. Others prefer annual surveys timed separately from enrollment to get more thoughtful responses.

Keep surveys anonymous to encourage honest feedback, but consider asking demographic questions (department, years with company, age ranges) to help segment responses. Aim for response rates of 60-70% by following up respectfully and explaining how you'll use the results.

Most importantly, always close the loop. Share survey results with employees and explain what changes you're making based on their feedback. Even if you can't implement every suggestion, acknowledging the input builds trust for future surveys.

How Benton Oakfield Helps with Benefits Surveys

Many Long Island business owners want to survey their employees but aren't sure how to create effective questions or interpret the results. That's where our benefits analytics and reporting services come in. We help you design surveys that get actionable responses, analyze the results, and translate employee feedback into concrete benefits improvements.

We've worked with hundreds of Nassau and Suffolk County businesses to optimize their benefits packages based on employee input. Our experience with local companies means we understand what benefits matter most to Long Island employees and can help you benchmark your offerings against area competitors.

Ready to get better insights into what your employees really want from their benefits package? Contact our team to discuss how we can help you design and implement an effective benefits survey process.

Compliance Note: Benefit plan rules and tax implications vary based on company size and location. This guide is for educational purposes only. Please contact your Benton Oakfield representative to discuss how this applies to your specific situation.

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