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• Measuring 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 readers

• TalentMap'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 readers

• How 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. Designating thFew readers

• Benefits 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 readers

• 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 readers

• Building 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 readers

• Realizing 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 readers

• 11 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 readers

• How 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 readers