Category: Employee Surveys

Employee surveys can help you measure how well you are doing as a manager in building an engaged work environment. As with any other important business outcomes, you need a way to measure your current engagement level so that you can know how to improve it. TalentMap developed a robust employee engagement measurement and management methodology to provide you with accurate, insightful, and actionable employee engagement data.

TalentMap measures employee engagement based on workers’ responses to its unique six core engagement questions and links your team’s engagement score to 12 actionable workplace practices with proven links to performance outcomes.

Although measuring employee engagement is an increasingly common practice in the business world, TalentMap’s employee engagement index is distinct in that it is:backed by rigorous science, linked to proven performance outcomes, and actionable at the local level.

TalentMap administers its survey to employees in various companies, non-profits, and other organizations worldwide in an effort to help clients improve their employee engagement. Meanwhile, TalentMap researchers continually study findings from research on the TalentMap survey results to learn more about employee engagement’s effect on organizational and team performance.

Factors such as earnings per share (EPS), profitability, productivity, and customer ratings are all key indicators in determining an organization’s health and growth potential. For leaders who are responsible for these outcomes, the research shows that the TalentMap process is more than just another human resources initiative; it is the best measurement tool for initiating company wide transformation to create sustainable growth. By intentionally focusing on measuring and managing employee engagement using TalentMap engagement scores, companies gain a competitive advantage that keeps them moving forward. Research shows that concentrating on employee engagement can help them withstand –and possibly even thrive –in challenging economic times.

Why Aren’t Your Employees Filling Out Your Employee Surveys?

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The #1 Reason To Change Your Employee Survey Vendor

It could be that your organization isn’t actively looking for an employee engagement partner. You’ve got a vendor you’ve worked with for a while now; you know their platform, their work style, their deliverables. Although it would be nice to figure out how to return to those early days of priority service, change hasn’t really crossed […]

Verbatim Comments & Protecting Anonymity

Surveys were designed in the 1930s as a way to aggregate or count the opinions of a large number of people. Scale questions – the agree versus disagree, satisfied versus not satisfied and everything in between – are ways we derive statistics, turn attitudes into mathematical equations, compile and then extrapolate insights. The thing is responses to […]

Survey Reliability vs. Survery Validity: What’s the Big Deal?

You may ask yourself or find others asking you about the “reliability” or “validity” of data that comes out of employee surveys. It’s not uncommon for those two words to be used interchangeably. But in the field of data research, the two are far from synonymous. Why is it important to know the difference? Because […]

Survey Saturation: When Is Too Much Of A Good Thing Too Much?

Pulse surveys, engagement surveys, 360 surveys, attitude surveys, organizational assessment surveys, safety surveys, entry and exit surveys – the possibilities are endless. And online survey tools make it easy. At a recent HR chapter meeting, a question was raised about survey saturation. When does asking for employee input become one survey too many? It really depends on […]

Pulse Surveys: The Right And Wrong Reasons To Do Them

The Benefits and Pitfalls of Pulse Surveys All trends take flight because they offer users a benefit over existing offerings. Pulse surveys are no different, and they can be very useful tools in understanding employee engagement and the employee mindset. However, the benefits giving rise to their increasing popularity may not be the reasons one should […]

The Imperatives of Employee Survey Identity Protection and Confidentiality

To land the big scoop journalists work hard to gain their source’s confidence. Not infrequently, identity protection accompanies trust. Without that veil of obscurity, a lot of headline stories would never see the light of day. Deep Throat, the secret informant behind Watergate, is one of the most notorious. It was 30 years before Mark […]

Where Survey Data and Open-Ended Employee Feedback Meet

How do you make sense of employee feedback from open-ended survey questions? And does this kind of feedback really help pinpoint key engagement drivers? After all, it’s not uncommon for an employee engagement survey to rack up hundreds of pages of comments. And having someone from your organization toil through massive numbers of text responses across nine or […]

15 Tips for Employee Survey Customization

Themes around employee engagement are well documented. All survey vendors have some version of standard survey questions that fall under those 12 or 15 umbrella categories (compensation, professional growth, leadership…you know the shtick). Yet strategic objectives and corporate cultures vary. Internal corporate-speak and external industry jargon differ. Geography, language and literacy rates compound differences. Sometimes employee survey customization is required or […]

How To Ask The Right Employee Survey Questions

All survey vendors have some version of standard employee survey questions. Often though customization is desired or required especially when an organization wants to measure the impact of specific concepts or initiatives. However, asking the right questions is a complex science. Researchers and statisticians spend years, decades, lifetimes honing their scholarly know-how. After all, defective data is […]