When was the last time you asked your employees how they really felt about your company’s benefits? For many organizations, especially those with a global footprint, the answer is: not recently enough. As Head of Benefits, you’re tasked with managing complex, expensive benefits programs, and yet, tracking usage and ROI often feels impossible. Here’s what your employees could be saying about your benefits, and how you can turn their feedback into actionable insights, optimizing your benefits programs.
1. “We Don’t Always Know What’s Available”
Employee awareness is a major roadblock. Your benefits package could be incredibly comprehensive, but if your employees don’t know what’s available to them, it might as well not exist. A 2024 study found that 73% of employees want more education on company benefits, and 25% feel little or no informed about their benefits, highlighting a significant awareness gap. It’s simple: your people are missing out on services designed to help them, not because they don’t want it, but because they don’t know they’re there.
What you can do:
- Communicate often and clearly. Avoid HR terms and be explicit about what benefits are, how they work, and who’s eligible.
- Go multi-channel. Don’t rely on a single email – use the internet, webinars, Slack or team channels, and even physical QR code signage in the office if needed.
- Centralize benefit information. A good benefits administration platform can serve as a global source of information, track who’s engaging, and help identify communication gaps.
2. “We Want Benefits That Match Our Current Needs”
Relevance drives engagement. It’s not just about offering many benefits; it’s about providing the right ones. For example, an employee in the US with young children may prioritize different benefits than a mid-career professional in London focused on long-term financial planning. When benefits feel irrelevant, employees are more likely to disengage from them, putting satisfaction and retention at risk.
What you can do:
- Use demographic data. Use it to segment your workforce and build persona-based benefit models.
- Regularly gather feedback. Pulse surveys and focus groups are great ways to uncover emerging needs you may not see in HRM data.
- Review your total rewards strategy. Make it reflect the workforce revolution, whether that means supporting caregiving, remote worker wellbeing, or fertility.
3. “Do You Know Which Benefits We Actually Use”
Utilization is often the missing link in ROI. Many global benefits managers are flying blind when it comes to utilization. You may know what’s being offered, but do you know which benefits employees are using, which they love, and which they’ve completely forgotten?
What you can do:
- Implement a dedicated benefits administration software. Use a platform that consolidates data from multiple sources to provide a clear and current view of benefit usage.
- Monitor key metrics. Track take-up rates, use frequency, and employee satisfaction to identify trends and preferences.
- Leverage analytics for action. Analyze data to pinpoint underutilization of benefits and reallocate resources to programs that matter the most to your employees.
- Wondering how to leverage your employee analytics for smarter decisions? We have a free eBook for that!
4. “We Want Benefits That Actually Improve Our Wellbeing and Productivity”
Benefits are more than perks; they’re tools for engagement and retention. Employees see benefits as a core part of their total rewards. When benefits support well-being, work-life balance, and financial security, they drive higher engagement and lower turnover. If offerings don’t address real needs, they risk being seen as irrelevant, undermining their value as a retention and productivity tool.
What you can do:
- Measure both “hard” and “soft” metrics. Track outcomes like reduced absenteeism and retention alongside employee happiness and engagement.
- Connect feedback to outcomes. Use employee feedback to link benefits usage with business results, ensuring offerings align with what truly improves well-being and productivity.
5. “We Want You to Listen and Act”
Feedback loops are critical. Employees want to feel heard. Regularly collecting and acting on feedback about your benefits program shows you value their input and are committed to continuous improvement. Without this, even the most well-designed benefits can miss the mark.
What you can do:
- Schedule regular check-ins and pulse surveys. Gather relevant and timely insights on employee needs and preferences.
- Share results transparently. Regularly communicate what you’ve learned and what you plan to do in response.
- Automate feedback processes. Use technology to streamline feedback collection and reporting, allowing for quick understanding and action.
The Bottom Line
Your employees’ voices are the key to unlocking true ROI benefits. By focusing on awareness, relevance, utilization, and feedback, you can transform your benefits management from a cost center into a strategic driver of employee engagement and business performance. The right benefits software can help you centralize data, track usage, and measure impact, giving you the insights you need to make informed decisions and demonstrate clear value to your organization.
If you would like to learn more about how Eppione can help your benefits strategy, feel free to reach out: Contact Us
