Q: Is the survey confidential?

Yes! TalentMap, is an expert in employee surveys. All responses are collected confidentially. TalentMap will not share individual responses at any time with anyone within the organization. Only aggregate (combined) responses will be provided. This is done within the guidelines of <a href="https://www.insightsassociation.org/">Insights Association</a>, the North American Organization that sets the Code of Standards and Ethics for Survey Research. TalentMap is also <a href="https://www.iso.org/isoiec-27001-information-security.html">ISO27001 Certified</a>, which sets the standard for global information and data security management. <img src="https://storage.crisp.chat/users/helpdesk/website/660943116d349000/privacy-confidentiality_kmt4mo.png" alt="" /> ||| <a href="https://go.talentmap.com/l/921253/2021-06-25/4h3y">VIEW - Security & Privacy Info Sheet</a> ||| <a href="https://talentmap.com/privacy-policy/">VIEW - Privacy Policy</a>

Question 1

Is the survey confidential?

Accepted Answer

Yes! TalentMap, is an expert in employee surveys. All responses are collected confidentially. TalentMap will not share individual responses at any time with anyone within the organization. Only aggregate (combined) responses will be provided.

This is done within the guidelines of Insights Association, the North American Organization that sets the Code of Standards and Ethics for Survey Research. TalentMap is also ISO27001 Certified, which sets the standard for global information and data security management.

||| VIEW - Security & Privacy Info Sheet ||| VIEW - Privacy Policy

Question 2

What industries do you have benchmark data for?

Accepted Answer

All companies that survey with TalentMap become part of our benchmark data. TalentMap has measured engagement for thousands of organizations across many vertical markets. Our most commonly surveyed markets include:

Education
Energy & Mining
Financial Services
Government & Public Sector
Healthcare
Hospitality
Not-for-Profit
Professional Services
Utilities

For the most part, we recommend clients benchmark according to the size of the organization, as we have found that organizations of similar size tend to behave the same ways and have the same challenges. Some exceptions include not-for-profit, public organizations and healthcare.

TalentMap’s benchmarks are updated every 12-18 months. For more information, click to view the article below.

||| TalentMap's Benchmark Data

Question 3

Does TalentMap provide technical support?

Accepted Answer

Yes, you can reach us live at 1-888-641-1113 ext 501 - Monday to Friday (9:00 am to 5:00 pm EST). During off hours and holidays email us at support@talentmap.com - we will get back to you quickly, usually within the hour.

Question 4

What is employee engagement?

Accepted Answer

Employee engagement is a positive, energized state of mind that stems from both a logical and an emotional investment of personal energy that is absorbed in an focused on transforming a work task, a team goal and/or an organization outcome into a meaningful business objective.

More on employee engagement…

Employee Engagement describes the way employees demonstrate commitment, ownership, and discretionary effort toward their work, team, and organization. How people feel about their jobs, working conditions, management, compensation, and a host of other factors determines how well an organization performs.

Engaged employees are loyal and psychologically committed to the organization. They are far more likely to deliver above-average performance. In addition, engaged employees are more likely to stay with the organization, be more productive, customer focused, resilient, innovative, and be star performers.

Employees who are not engaged may be productive, but they are not psychologically connected to their company. They are less inclined to give the best of themselves to the organization. They are more likely to miss work days and more likely to leave. Employees who are actively disengaged are psychologically absent, are unhappy with their work situation and insist on sharing that unhappiness with their colleagues.

Question 5

How often should we survey? Why?

Accepted Answer

Your organization wouldn’t consider operating without a defined budget, right? And it wouldn’t get far without its mission statement, or projections for the next few years. We advise that you think of the employee engagement survey as essential to how your organization operates.

Doing one survey is an effective way to identify areas where the organization can improve and to take the pulse of employee engagement. But by repeating the survey, the organization will be able to see if it’s improving on commitments, where it’s improving, and where it needs to direct attention. By monitoring trends and tapping into the opinions and ideas of employees, senior leaders can keep a finger on the pulse of the organization.

TalentMap recommends that a full engagement survey be completed at least every two years. Build the survey into your annual business planning, and continue a cycle of survey, analyze, take action, and repeat.

Conducting a follow-up pulse survey about 6 months to 1 year after the initial survey ensures that action plans are working. It also creates internal benchmarks against which to measure future successes.

Question 6

Why measure employee engagement?

Accepted Answer

Measuring employee engagement with an effective, proven measurement tool will provide your organization with a snapshot of the current landscape. It will identify areas of strength, weakness, and what the specific drivers of engagement are for your organization. In addition, when surveying with TalentMap, our clients receive Benchmark data of comparable organizations so that you not only get an idea of how your organization is performing, you get a sense of how it is doing compared to others of a similar nature which will help provide context and focus.

High engagement levels help to increase an employee's odds of success. Teams that get engagement right improve their odds of having higher performance on the important outcomes organizations care about most. When comparing top-performing teams against bottom-performing teams the average differences are:

10% higher customer ratings
22% greater profitability
21% greater productivity
25% less turnover (low-turnover organizations)
65% less turnover (high-turnover organizations)
48% fewer safety incidents
28% less shrinkage (theft by employees)
37% less absenteeism
41% fewer patient safety incidents
42% fewer quality defects

The statistics show that the greater the percentage of engaged employees and teams in your organization, the more likely it is to meet – and potentially exceed – its business goals.

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