Get actionable tips on how to survey your workforce to determine the effectiveness of your current total rewards communication strategy.
- For years, HR has struggled with how to get a seat at the table. This struggle stems from the idea that HR is a cost center. Benefits and pay for example are seen as money out the door with no return on investment. But, you can turn the tide by proving to leaders the benefits and pay actually drive performance. They're an investment in your people that help the business succeed. But how do you prove that? Well you can start by gathering data about your total rewards program, and to get that data, you'll need to survey your employees.
Here are four steps you can follow to create a survey that will help you and your company's leaders understand just how effective your current rewards are. Step one is to make a list of every single reward you offer employees. Think through the following categories. Compensation, employee benefits, work-life balance, performance recognition, and career development. And write down anything you're doing in those categories. Under compensation, you might write in your annual raises, bonuses, commissions, and other monetary pay and rewards.
Under employee benefits you'll write in your health and life insurance, and retirement plan, but don't forget all of the nontraditional things you offer too. Such as gym memberships or free lunch on Fridays. You get the idea. And don't worry if things don't fit neatly into categories, just get them all down. Step two is to put those items into a survey so you can ask employees how much they know and how much they care about the benefits you currently offer. I've provided an example in the Exercise Files, but basically you'll ask people to rate your rewards and benefits on a scale of one to five.
I like to conduct surveys using an online service called SurveyMonkey. It helps you quickly collect feedback from respondents and organize the data. Step three is to analyze the data so you can identify which rewards you need to focus on promoting, and which rewards are most important to your employees. Fourth, share the survey results and potential solutions fairly quickly after the survey closes. Nothing hurts employee trust more than a survey with no follow up. Send out an email that identifies the themes you saw in the survey, and let your workforce know you are working on an action plan right away.
From there, you'll create your plan for implementing rewards that people want and care about, and you'll also create a formal communication plan. But more on that later. Now that you've got your survey worked out, you can modify it and continue to use it moving forward as you measure the success of your total rewards program, and your communication of it. Surveying your employees is one of the first steps towards improving total rewards communication. The bonus here is that you get to enlist your employees' help in offering rewards that motivate them.
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