With the arrival of new generations in the job market, the priorities of professionals when choosing their jobs have changed. For many, the benefits offered are as or more important than the salary when deciding where they want to work. Therefore, it is essential to know how to apply a internal survey on corporate benefits.
After all, to find out what employees want, the best way is to ask them. With that in mind, we explain everything you need to structure an efficient search and generate great results!
Want to know more? Check it out below!
What is an internal survey on corporate benefits?
The internal survey on corporate benefits is a questionnaire applied to employees to find out what their main demands are in relation to the benefits package. With this, it is possible to make a more precise planning, avoiding the offer of a package that the team does not like.
O quiz must be done periodically, at least once a year, so that the organization’s benefit plan is always updated. Internal research is the most effective method for finding out what the team would like to receive, helping the company to be creative and relevant when choosing benefits.
As a result, employees feel that their wishes are really taken into account by the organization, which increases the team satisfaction at work. Upon realizing that the company cares about their well-being, the employee becomes more motivated, which helps to elevate their productivity and the quality of deliveries.
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How to organize and structure an internal survey on benefits?
At first glance, organizing a internal benefits research sounds simple, but it is a task that requires a lot planning. If the questionnaire is taken in a hurry or is not properly focused, the effort will be in vain and the results will not appear.
Check below what are the main steps to structure this research in an appropriate way.
1. Assemble the questionnaire
The first step in the process is to elaboration of the questionnaire in itself. In addition to writing the questions, you also need to choose the method for evaluating responses, the statistical treatment and the method of analysis of the results.
There are several ways to elaborate the questions. For internal search about corporate benefits, the ideal are questions with few possibilities for answers, how yes, no and maybe; or a system of grades from 0 to 5 for each topic covered.
For example: you can list all of the current benefits offered by the company and ask employees to give scores from 0 to 5 for each one. It is an excellent way to measure quantitatively the current level of satisfaction of the team.
The same goes for suggestions for new benefits. Do a survey with the main advantages offered by companies in the current market and place them as an option in the questionnaire. The marks from 0 to 5 will be used to define the level of interest of the team in these possible benefits.
At the end, provide a response box for general suggestions. New ideas are always welcome, especially with regard to the employee well-being and satisfaction.
2. Disseminate the research
Before starting the survey, make a meeting with all employees to explain the purpose and functioning of the questionnaire. Acting with transparency helps to build trust between leaders and staff, in addition to encourage the participation of all.
Communicate to the team that the purpose of internal research on corporate benefits is to evaluate positives and negatives about what is currently offered. Also reinforce that the results will be used to reformulate the benefit plan according to the identified needs.
It is also important to establish a start date it is a deadline for the answers. Make a disclosure by e-mail before and during this period, reminding everyone about the stipulated dates and asking for the collaboration of those who have not yet responded.
Research should be done through online tools to expand access, facilitate assessment and increase team adherence. Just look for the most suitable platform for the content of your questionnaire and start using it.
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3. Apply the questionnaire
With everyone aware of the purpose of the questionnaire, it’s time to put it into practice. Respect the pre-defined deadlines for beginning and ending the survey, always sending reminders by email so that employees do not miss the deadline.
In addition, make HR available to take any questions from employees about the content of the questions, access to the questionnaire, evaluation method and other matters related to the internal survey on corporate benefits.
4. Analyze and disseminate the results
With the answers in hand, it’s time to analyze the results. To avoid having to check the answers one by one, count on the support of technology and thestreamline the process. A simple system can compile responses and generate charts with the most recurring responses among employees.
When doing the assessment, set priorities according to the main demands identified and the size of the budget that the company has to meet them.
Later, disclose the results and highlight the positive and negative points of the research. Make it clear that business leadership is working on a action plan to make the employees’ suggestions come true. This will send the message that the company does, in fact, listen to the opinions of employees.
It is important that this is done ASAP, so that employees do not think that research has been overlooked by the company.
We’ve reached the end of our tips on how to do an internal survey on corporate benefits! Now that you know everything about the subject, how about putting what you’ve learned into practice?
Make a plan according to the needs of your employees and follow the step by step that we explain here in the post. So, you can improve your benefits package and increase your team’s satisfaction!
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