1. What are employees actually asking for?
Look for recurring questions about saving for a home, understanding the buying process, or finding reliable guidance. Invite voluntary input without asking employees to disclose private financial details.
2. Which kind of support would help?
Education, independent guidance, help navigating existing resources, and possible financial contributions are different approaches. We are researching preferences rather than assuming one design fits every workforce.
3. Who should the benefit serve?
Consider different career stages, locations, and housing goals. Ask how a homeownership-focused benefit would fit alongside support for employees who rent or have other financial priorities.
4. What could the organization administer?
Discuss budget, eligibility, communications, employee transitions, and the time required from HR. Any eventual program would need appropriate professional review before implementation.
5. What would make a pilot worth testing?
Agree on questions a pilot should answer, such as employee interest, ease of use, and administrative effort. Participation alone would not prove an effect on retention or recruiting.