How to Stay Informed About Employee Needs and Preferences for Benefits
Staying informed about employee needs and preferences for benefits is crucial for any organization's success. This article delves into effective strategies for understanding and meeting these evolving demands, drawing on insights from industry experts. From analyzing claims data to implementing AI-powered feedback systems, discover how companies can shape their benefits programs to better serve their workforce.
- Analyze Claims Data for Actionable Insights
- Anonymous AI-Powered Feedback System Boosts Suggestions
- Diverse Feedback Methods Drive Benefit Improvements
- Regular Check-Ins and Surveys Shape Benefits
Analyze Claims Data for Actionable Insights
While surveys and employee check-ins can provide surface-level insights, we've found that the most objective and actionable source of employee feedback comes from claims data. This data reveals far more than opinions—it shows how employees are actually using their benefits, what conditions are most prevalent, and where gaps in care may exist.
Instead of relying on apps or digital tools to ask employees what they need, we analyze patterns in the claims themselves. For instance, we look at which preventive services are being underutilized, where there's poor adherence to treatment protocols, or which chronic conditions are driving costs and complications. This gives us a clearer understanding of what kind of support employees truly need—even if they haven't explicitly asked for it.
As one example, we reviewed claims data for a mid-sized company and noticed a troubling trend: a high volume of emergency room visits for issues that could have been handled in a primary care setting. That led to the implementation of an education campaign on urgent vs. emergency care, and the addition of a virtual primary care option with no out-of-pocket cost. Within months, ER utilization dropped significantly—improving both member experience and plan efficiency.
With insights like these, employers can implement targeted programs or resources that address specific health challenges, improve care navigation, and guide employees toward higher-quality providers. Over time, this approach helps members get more value from their benefits while reducing unnecessary costs and complications.
In short, we don't guess at what employees want or need—we use real-world utilization data to meet them where they are and help them get where they need to go.
Anonymous AI-Powered Feedback System Boosts Suggestions
As a multi-time entrepreneur in the recruiting space, I've learned that when it comes to benefits and perks, employees and candidates don't always express their true desires. This isn't due to dishonesty, but rather a combination of subtle pressures and biases influencing their responses. Some individuals don't want to appear ungrateful. Others may be concerned that requesting more flexibility, mental health resources, or family support will make them seem less committed. Some simply prefer not to draw attention or ask for something outside the norm.
That's why anonymity is crucial.
Of course, implementing this is easier said than done. In a close-knit office environment, even anonymous surveys can feel traceable. An employee might worry that their handwriting is recognizable, or that the phrasing in their message will reveal their identity. Even when leadership directly solicits feedback, employees may still fear repercussions.
To address this issue at Tall Trees Talent, we established a dedicated email inbox for benefit suggestions, preferences, or concerns.
AI takes this approach a step further, filtering and anonymizing the content by scrambling sender data, rephrasing the suggestions in neutral language, and compiling them into a weekly digest. Management receives a clear, easy-to-read list of benefit ideas and trends, completely stripped of any identifying details.
This strategy is proving effective. Since implementing this process, the number of suggestions we receive has more than doubled -- a positive indication that people are expressing themselves freely.
Diverse Feedback Methods Drive Benefit Improvements
To help me continue to anticipate what my employees need and want for benefits offerings, I rely on quarterly employee surveys and monthly feedback sessions. These questionnaires are crafted to glean insights on issues ranging from healthcare plans to work-from-home policies. When we saw that hope was not lost and that many members were looking for more flexible work options, we launched trial remote work sessions and are in the process of gathering feedback from these sessions.
We also frequently rely on pulse surveys - brief, anonymous questionnaires we deploy once a month. This allows us to gauge the pulse of our employees about benefits and any other urgent concerns. These flash surveys enable us to track trends in real-time and develop responses to their evolving needs. Associates are welcome to ask questions and provide feedback on the benefits that matter most to them at our quarterly town hall meetings as well.
Finally, and most importantly, I ensure that we take action on feedback. We share the data we're collecting, discuss things we might want to change in our leadership meetings, and then rank them and ask what will most improve employee satisfaction. After gaining feedback for better mental health support, we introduced a holistic employee assistance program.
Regular Check-Ins and Surveys Shape Benefits
I truly believe that keeping in touch with my team is essential for understanding their genuine needs when it comes to benefits. At eStorytellers, I make it a point to check in regularly through casual chats and anonymous surveys to gather honest feedback. I also promote open-door conversations, so everyone feels at ease sharing what's important to them.
Sometimes, it's the little things—like flexible hours or mental health support—that can really make a difference. By paying close attention and acting on their feedback, I ensure our benefits genuinely enhance their well-being and growth. It's not just about providing perks; it's about making sure people feel appreciated and cared for every single day.
