Linking Employee Benefits & Employee Listening

Before we begin, it might be useful to start with some definitions…

What are employee benefits?

This might seem obvious, but your employee benefits include your entire package. There are the big things such as salaries, pension plans, bonuses and employee equity schemes.

Don’t forget that policies that might seem not to be directly tied to money are also included here. Annual leave is one that often gets overlooked. But other big ticket items include parental and sick leave policies, as well as bereavement leave and anything else you offer like pet adoption leave. 

Then there are the other elements that fill out your package which might not be directly tied to money - health insurance, meal vouchers, cash back programmes and training or qualifications you offer your people. 

What is employee listening?

Employee listening can cover a range of activities. Employee surveys, always-on listening, employee focus groups, and one-on-one conversations with your team can all make up part of building a listening culture. Essentially, employee listening is all about giving all your people a voice - getting feedback and then acting on it too.

There are loads of advantages to implementing a listening programme in and of itself but by combining this with your benefits programme, you can further increase the impact. Let’s dive deeper into this...

How are employee benefits & employee listening connected?

The link between employee benefits and employee listening lies in the way these two elements can reinforce each other to create a more supportive and engaged workplace. Here's how they are interconnected:

1. Enhanced engagement & happiness

2. Open communication channels

3. Customisation of benefits

4. Addressing concerns

5. Feedback loop for benefits evaluation

6. Cultural impact

1. Enhanced engagement & happiness

• Employee benefits, such as health coverage, pension plans, and flexible work arrangements, show employees that the organisation cares about their wellbeing. This can lead to higher job satisfaction.

• When employees are satisfied with their workplace and benefits, they are more likely to engage in their work and have a positive attitude.

2. Open communication channels

• A listening strategy involves creating open channels for employees to voice their concerns, provide feedback and share ideas.

• Benefits can serve as a reason for employees to engage in these communication channels. For instance, if an employee feels valued because of a comprehensive benefits package, they may be more likely to participate in feedback sessions or surveys.

3. Customisation of benefits

• Listening to employees' needs and preferences is essential for tailoring the benefits package to suit their individual and collective requirements.

• Regular feedback mechanisms enable organisations to adjust benefits to match changing employee demographics or desires, enhancing their perceived value.

4. Addressing concerns

• When employees voice concerns, whether related to benefits or other workplace issues, it's vital to listen and take action.

• By actively addressing these concerns, organisations demonstrate that they are responsive and care about the wellbeing of their employees, which can positively affect morale and motivation.

5. Feedback loop for benefits evaluation

• A listening strategy can help organisations gather input on the effectiveness of their benefit programs.

• Employee feedback can provide insights into which benefits are most valued and which may need improvement, facilitating continuous refinement of the benefits package.

6. Cultural impact

• Organisations that encourage open communication and active listening tend to have a more inclusive and collaborative culture.

• This kind of culture can amplify the perceived value of employee benefits as they are seen as part of a broader commitment to employee wellbeing.

The link between employee benefits and employee listening is a two-way street. Employee benefits can enhance employee satisfaction and engagement, making employees more likely to participate in feedback and communication channels. At the same time, a robust listening strategy ensures that employee benefits are tailored to meet employee needs and that employee concerns and suggestions are taken into account - ultimately fostering a more positive workplace culture and increasing the overall value of the benefits offered.