Government contracts offer businesses of all sizes significant financial opportunities. The U.S. government spent more than 665.1 billion dollars on contractual services in 2020, according to gao.gov. Many government contractors also receive higher compensation than the average government employee when performing similar jobs. However, government contractors do not receive the same benefits as employees.
To attract talent and retain loyal employees, government contracting companies must develop a comprehensive benefits package that includes a range of fringe benefits, and other workplace perks. Creating an employee benefits survey can help government contractors measure which benefits are most sought-after by workers, and which can be eliminated to cut costs.
8 Questions to Ask in an Employee Benefits Survey
An employee benefits survey is essentially a questionnaire designed to provide feedback about a company’s current benefits program. Employees also have the opportunity to recommend changes or additional benefits. Some questions to include in an employee benefits survey for government contractors include:
1. Are You Satisfied with the Current Benefits Offerings?
Start by asking basic ‘yes’ or ‘no’ questions that help employers gauge the general attitude of the workforce regarding existing employee benefits. Are they satisfied with the healthcare package? Is the work environment conducive to a high level of productivity? Are employees happy with the number of paid holidays and sick days they receive? If the survey shows that the bulk of employees are not satisfied with the current benefits offerings, it may be time to consider making some essential changes for the betterment of the company.
2. What New Benefits Would You Like to See?
Government contracting companies may find that they are missing out on the chance to offer a highly desirable benefit that could reduce employee turnover. These benefits may not even be difficult or costly to implement. For example, some employees may enjoy a free lunch on Fridays, or a lounge room where they can go to unwind during breaks. Although it is not realistic to offer every benefit that is requested, look for patterns that could indicate a widespread want for a particular benefit or employee perk.
3. Do You Feel that You Have a Good Work-Life Balance?
Having a proper work-life balance is essential for creating a healthy work environment and for preventing burnout. Employers should take the necessary steps to create a work environment that promotes a good work-life balance allowing employees to de-stress and focus on other areas of their life, such as self-care and relationships. Asking questions about employees’ work-life balance can provide insight into their physical and mental health. If there is a consensus that the business does not nurture a proper work-life balance, consider how time management and other strategies could help.
4. Do You Require Additional Health & Wellness Benefits?
With ongoing concerns regarding the COVID-19 pandemic and a greater push towards better health and wellness, more employers are making the decision to offer benefits that emphasize the importance of exercise and nutrition. Include questions in the employee benefits survey about the desire for additional health and wellness benefits, such as gym memberships, access to healthy lunches and snacks, community service activities, midday nap opportunities, smoking cessation programs, nutrition counseling, yoga classes, on-site fitness centers and similar wellness benefits.
5. Are You Currently Enrolled in Our Health Insurance Coverage?
The Affordable Care Act (ACA) requires companies with 50 or more full-time employees or FTEs to provide access to health insurance to their employees within one year, or face possible tax penalties. However, even businesses with fewer than 50 employees should consider offering health insurance coverage. If the company already has a health care plan in place, ask questions about current enrollment. Leave ample space for employees to write why they may have declined enrollment; perhaps the deductible is too high, or they are unsatisfied with current health plan provider options.
6. What Employee Benefits Do You Like the Least?
Employers spend an average of $20.50 per hour per employee on benefits, according to the Bureau of Labor Statistics (BLS). To save money or relocate it to other areas that require financial attention, businesses can review which employee benefits are not wanted or needed by employees. In the employee benefits survey, provide a list of current benefits and allow employees to check which ones they like the least. If the survey results show that a particular benefit is not widely favored, consider eliminating it or replacing it with another fringe benefit or perk.
7. Are Your Family Members Enrolled in the Company Health Plan?
One of the biggest benefits of group health insurance is the ability to add family members to the plan at a low cost or at no cost. Unfortunately, many employees are unaware that they can add dependents to their employer-sponsored health insurance plan. By asking employees if their family members are enrolled in the company health plan on an employee benefits survey, employers can determine which employees may be missing out and more clearly communicate these benefits. If the existing company health plan does not allow dependents to be added, consider making this important change to help more families receive health coverage.
8. How Do Our Company Benefits Compare to Others?
A great way to learn more about the benefits offerings of other companies in the industry is by adding questions in an employee benefits survey that request comparisons. Ask employees how the company’s current benefits offerings compare to those offered by companies that they have worked for previously. Some government contracting companies may find that by making some simple changes, they can gain a competitive advantage.
Speak With The Premier Benefits Consultants At BBG
Employee benefits surveys can provide government contracting companies with valuable feedback about the best and worse benefits, as well as how employees view benefits in terms of cost, usefulness and overall satisfaction. To learn more about which questions to include on an employee benefits survey for government contractors, or to schedule a consultation with an experienced business benefits consultant, contact the experts at the Business Benefits Group.