🏥 Benefits

Benefits PreferencesAsk Before You Renew

Benefits budgets get spent on what leadership assumes people want. Ranking tells you what they'd actually give up — which is the only useful information here.

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Benefits
Live preview · Ranked choice
Rank these benefits by importance to you
🏥 Health insurance
🏠 Remote work flexibility
📚 Learning and development
🏋️ Wellness programs
👶 Parental leave
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Built for Benefits planning, HR strategy and employee input

What's in this template

Five common benefits in a ranked format. Replace with your actual candidates, ideally including a couple you're considering cutting.

Q
Rank these benefits by importance to you
1
🏥 Health insurance
2
🏠 Remote work flexibility
3
📚 Learning and development
4
🏋️ Wellness programs
5
👶 Parental leave

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Why benefits decisions go wrong

Everything polls well in isolation

Ask whether people want a wellness programme and they'll say yes. Ask them to rank it against parental leave and health cover, and you learn where the money should go.

Demographics shift the answer completely

A team with young children ranks parental leave very differently from one without. If you can segment, do — a single average may represent nobody.

Underused benefits are budget you could redirect

The item that consistently ranks last is worth examining. Either communicate it better or move the money to whatever ranks first.

Ask before renewal, not after

This is only useful if you run it while the package is still negotiable. Two months before renewal is about right.

Run it in three steps

1

List real candidates

Include what you currently offer plus two or three you're considering. Costed options only — ranking fantasy benefits helps nobody.

2

Run it anonymously

People are reluctant to rank parental leave highly if they think it signals something about their plans.

3

Act before renewal

Run it at least two months before the package is locked, or the exercise is purely decorative.

Frequently Asked Questions

How do I survey employees about benefits?
Click Use This Template, replace the example benefits with your actual candidates, and click Create Poll. Share it anonymously with the team.
Why ranking rather than rating each benefit?
Rating produces everything scoring 4 or 5 out of 5. Ranking forces the trade-off, which is what a fixed benefits budget actually requires.
Should it be anonymous?
Yes. Benefits preferences can signal personal circumstances — health needs, family plans — that people reasonably don't want attached to their name.
How many options should I include?
Five to eight. Include what you currently offer plus a few candidates, so you learn both what to keep and what to add.
Can I segment by team or tenure?
Not within a single poll, but you can run the same options as separate polls per group. Benefits preferences vary sharply by life stage.
When should I run it?
At least two months before renewal, while the package can still change. Running it afterwards produces goodwill damage rather than insight.
Should I include cost information?
It changes the exercise substantially. Without cost, you learn preference; with it, you learn priority under constraint. The second is more useful if you're actually reallocating budget.
What if the top choice is unaffordable?
Say so, plainly, and explain what you're doing instead. Teams accept constraints far better than they accept being asked and then ignored.
How do I handle very different needs across the team?
Look at the distribution rather than the average. If parental leave ranks first for a third of the team and last for another third, an average tells you nothing and a flexible allowance may serve better than a single benefit.

Ask before you renew

Free, anonymous, ranked choice included.

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