The most common benefits mistake is leadership projecting its own preferences. A good survey takes half an hour to assemble and prevents misfires. Here is a proven frame.
The 10 questions
- 1. Rank these: pay rise, health insurance, more leave, training budget, sports allowance – which is worth most to you?
- 2. How many times in the past year did you postpone a medical visit due to time or waiting lists?
- 3. Did you pay out of pocket for private care last year? Roughly how much?
- 4. If a company health package existed, what would matter most: fast specialists, screening, dental, MRI-CT, mental health?
- 5. Would you add a family member at your own cost at discounted rates?
- 6. Have you had a comprehensive check-up (screening) in the past 2 years?
- 7. How important is seeing your own doctor? (scale)
- 8. If at a rural site: where would you use care?
- 9. Which channel reaches you best? (e-mail, intranet, meeting, poster)
- 10. Open question: what is most missing from the current benefits?
Evaluation: what to look for
Questions 2-3 measure hidden demand: whoever pays out of pocket gets immediate, quantifiable value from the package. Question 4 is the basis of tier design. Question 5 shows the family-option potential. Question 8 reveals network-coverage needs – a proposal criterion (coverage article).
Two practical rules
Keep it anonymous – especially near health topics. And give it consequences: share the results („you asked for this; here is what we are introducing"), or the next survey goes unanswered. The results also feed the launch communication: „most of you asked for fast specialist access – done".
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