Surveys to Create Better Employee Health Benefits Plan

You have the know-how on how to create an employee benefits strategy, and now it’s time to act. To start off, you want to know what your employees are really looking for in their benefits package. What better way to accomplish that than with a survey?

Conducting a survey before proceeding to draw up a plan has its advantages.

  • First, it allows you to better understand your employees and directly cater to their needs.
  • Second, it shows employees that you care. Instead of decisions being made solely by employers, a survey lets employees feel empowered as their opinions will be taken into consideration. This also has a positive impact on employee satisfaction.
  • Third, it allows you to tap into your employees’ potential. Your employees may have amazing ideas but lack the opportunity to voice them out. Through a survey, you can gain invaluable feedback and ideas that could determine the success of your benefits strategy.

Many employers have good intentions when they decide to conduct a survey. Yet, without proper implementation, all that effort will just go to waste. Here is a guide to help you devise an effective employee survey so that you can create better employee health benefits plans. Follow these 3 simple steps “ACE” to ace your survey:


A successful employee survey starts with a clear objective. Without an aim, your survey lacks focus, and you may end up asking irrelevant questions. In this case, the purpose of your survey is to understand what your employees would value as important in an employee health benefits plan. Different employees have different needs, and this affects what they deem as important. Craft the survey questions in a way that will be able to draw out responses that help you to achieve the aim. For example, you might want to find out what pre-existing health coverages your employees already have or ask them what benefits they expect their employer to provide.


Communicate the aim with your employees. Make sure they understand the purpose of the survey and its importance. If employees do not deem the survey to be important, they may not put in effort into the survey and the results will not be accurate. In addition, be acceptive of any feedback that your employees provide, even if it goes against what you have in mind. No matter the type of survey, it is important to communicate the results to your employees. Be it in a company-wide meeting or small group talk, this allows both you and your employees to gain a deeper understanding of each other’s opinions. Communication could potentially give birth to new and fresh ideas and sets the direction that your company’s employee benefits strategy should be heading.


Once you have collated the findings, evaluate it and execute your plans. It will be pointless to carry out a survey without making use of the results. While you may be excited, take some time to first analyse the feedback you have received before you make a move. It is impossible to please every single employee, so take into consideration your company culture, budget and priorities together with the survey results when deciding what to implement. All is not over when you’ve finally launched your employee health benefits plan. Employees’ needs are constantly changing, and what was relevant 3 years ago may not be appropriate now. Check-in with your employees to see if they are happy with the plan and gather feedback to further make improvements.

For all employers out there, Mednefits has prepared an employee health benefits sample survey that you can refer to. Remember that all organisations are unique, so this is not a one-size-fits-all template. We hope this guide has been useful in providing you with insights on how to survey your employees.

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An SME Guide to Better Employee Benefits