TalentMap's Definitition Of Employee Engagement
Employee engagement describes the way employees demonstrate commitment, ownership, and discretionary effort toward their work, team, and organization.
No one definition of employee engagement is right. Its definition varies somewhat from one organization to another and depends on goals, established culture, and the industry to which it belongs.
The Cognitive, or “Head” component relates to employees’ logical evaluation of a company’s goals and values. The Emotional (Affective), or “Heart” compFew readers11 Benefits of a Professional Engagement Survey
Your staff’s views are important, so you need to do the research right. Using a professional survey partner has a number of benefits.
Knowing where things stand
If you don’t have a realistic picture of where engagement levels stand in the organization, you can’t take action to improve. A professional survey partner not only helps you conduct the survey but also provides benchmarks from similar organizations, so your results don’t exist in a bubble.
Getting an honest picture fromFew readersHow our Engagement Drivers Differ from Most
The following set of engagement drivers appear consistently across work published by leading practitioners and academics:
Trust and integrity
Nature of the job
Line of sight
Career growth opportunities
Pride about the company
Coworkers/team members
Employee development/training
A personal relationship with one’s immediate manager.
TalentMap measures each of the eight common drivers listed above, albeit using slightly different terminology. We also go beyond simply measFew readersMeasuring Engagement
Using simple tools, you can measure the levels of engagement within our organization. Here, we tell you about some options.
Interviews
Employers can use interviews and questionnaires at any point in an employee’s time with the organization, depending on what they want to measure. For example, by conducting simple “stay” interviews with employees, you can find out a lot about what keeps employees around, what may cause them to leave, and what areas need attention at your organization. InterFew readersBuilding A High Response Rate
A high response rate is vital to a successful survey program. TalentMap’s average employee survey response rate is 78%. Below are some ways to help you hit and even beat the benchmark average.
SURVEY LAUNCH: Invite employees for coffee and donuts the day the survey launches to introduce, promote and build excitement around the survey. Inform them that the survey link will be in their inbox when they return and encourage them to take 20-25 minutes to complete it when they return to theirFew readersHow to Act on Survey Results
After years of helping clients implement action plans, we’ve learned a few things along the way:
Getting local-level business unit leaders to share their survey results and develop action plans directly with their staff will increase management’s commitment to take action. Developing action plans at all levels of an organization is helpful, and ensuring that employees are involved in action planning is most effective at increasing employee engagement at the business-unit level.
DesignatFew readersTalentMap's Value Add
TalentMap has been developing comprehensive benchmark norms since 2001, therefore TalentMap can leverage its growing database of knowledge to help organizations improve year-after-year. TalentMap’s benchmarks compare survey feedback directly against some of your closest competitors. You gain the insight and actionable recommendations only attainable by working with a company that successfully executes more than 800 employee engagement projects annually. TalentMap’s benchmark is one of the most eFew readersBenefits Of An Engaged Worforce
Engagement is at the heart of the relationship between the employee and the organization. Not only can engagement benefit the employer through increased staff performance, it can also positively transform the working lives of employees and even the communities they live in.
Benefits For Your Organization
You’ve probably heard, and likely believe, that an organization’s number-one asset is its people. So why not invest in your employees (not just financially, but emotionally) to ensure theyFew readersRealizing Why It Pays To Engage
Organizations perform at their best when they make their employees’ commitment, potential, creativity, and capability central to their business practices. Understanding and managing how people behave at work can make the difference between success and failure. When employees fell respected, involved, heard, and valued by leaders and coworkers, they work to their full potential for the organization.
Although organizations may say they feel employee engagement is important, without making a commiFew readersUnderstanding Employee Engagement - Video
Employee engagement has been a hot topic in HR for over a decade. Every leading organization seeks to find ways to engage employees. The research linking to engagement to positive outcomes is clear. However, only recently have organizations begun to think deliberately about employee experience. As organizations strive to become the employer of choice in their industries, they are taking steps to attract and retain top talent by fostering an environment and culture that inspires people to join thFew readers