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

What size group is required to do driver analysis?

Accepted Answer

To measure engagement drivers using multiple regression analysis, there need to be approximately 30 individuals for every dimension measured. In a typical TalentMap survey, we measure 12 dimensions of engagement.

Accurately measuring all of the drivers requires 360 respondents. That said, for smaller sample sizes, a driver analysis could be done using a linear regression model instead of a multiple regression models, but it would not be an apples to apples analysis, and it would be inconsistent with how the drivers are measured for the company as a whole.

TalentMap uses linear regression analysis for smaller organizations and we find that a minimum sample size of approximately 30 people is needed to effectively do a driver analysis. However, multiple regression analysis is the preferred method when possible as it takes into consideration all the variables in the relationship and not just one variable at a time, painting a more accurate picture.

Question 6

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.

Frequently Read Articles

Browse All Categories