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  • Manager Portal Software
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  • TMC: 3-6-9-12 Accountability Check Ins
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  • Dedicated Project Manager
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  • Engagement Essentials
  • Ideal for 25-250 Employees
  • All the essentials you'll need to understand, report and take action towards a more engaged workforce
  • Starting at $4,750
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  • 10
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  • Engagement Enhanced
  • Ideal for 250-2500 Employees
  • Everything in essentials plus additional key benefits for your executive and management team to drive change
  • Starting at $14,750
  • On-Site
  • 20
  • Engagement Enterprise
  • Ideal for 2500+ Employees
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  • Ideal for Pre and Post Engagement
  • Listen to the pulse of your staff and/or retain top talent
  • Starting at $1,900
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  • 5
  • Optional
  • Optional
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  • 360 Essentials
  • Ideal for Executive Teams
  • Develop leadership abilities that inspire engagement
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  • Online
  • 5
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What is 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.

Why measure employee engagement?

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 received 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 in Gallup’s database, the average differences were: 

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

How often should we survey? Why?

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.

Conducting a follow-up pulse survey about 1 year after the initial survey ensures that action plans are working. It also creates internal benchmarks against which to measure future successes. TalentMap recommends that a full engagement survey be completed every two years. Build the survey into your annual business planning, and continue a cycle of survey, analyze, take action, and repeat.

What dimensions do you measure?

Below is a list of our thirteen core dimensions. We also measure Mental Health and/or Safety if required for your organization. 

Refers to attitudes about how comfortable an employee feels with their ability to perform their role. It also assesses an employee’s perspective on how the organization has enabled them to do their work by providing the necessary tools, equipment, training, and physical environment.

Refers to the attitudes that an employee has with regard to their personal growth, development and career at your organization.

Measures the attitudes that reflect an employee’s expectations about how they will be measured and evaluated, and if they feel they receive fair and regular feedback.

Refers to how an employee feels about the behaviours of and relationship with their day-to-day supervisor (ex. manager, foreman).

Refers to an employee’s satisfaction with different components of their total compensation and if they feel it is equitable given market conditions.

Measures if an employee feels they have an appropriate balance between work responsibilities and their personal life, and whether they feel able to have control over their workload.

Measures the degree to which an employee feels there is adequate cooperation, collaboration, and team spirit at Your organization. This should be interpreted to mean in the organization as a whole.

Measures the degree to which an employee feels that diversity and inclusion are respected in the workplace, and whether there is any difference in experience between those with different race, nationality, gender, age, sexual orientation, religion, perspective/idea, ability or other self-defining characteristic.

Your organization defines:

– Diversity as the openness to differences in self-identifying characteristics, attitudes, perceptions and behaviours;
– Inclusion as the degree to which differences are valued and used to improve results

Assesses if an employee feels that Your organization has a commitment to do high quality work and; if new ideas for doing the work are considered and accepted. It also measures if an employee either feels they can learn from mistakes or if they are afraid of trying something new for fear of being blamed for mistakes.

Measures if an employee feels that information necessary to do their job is readily available and shared in an open and honest manner.

Assesses the extent to which an employee has respect for the behaviours of and has confidence in the executive leadership of the Your organization (ex. CEO and Senior Vice Presidents).

Measures the degree to which an employee feels a sense of common purpose. Does the employee understand the corporate priorities and goals/targets of Your organization? Does the employee feel they contribute to those goals?

Measures six attitudes, which together are the best predictors of an employee’s willingness to contribute extra effort because they want to.

How long does the survey process take from start to finish?

Most organizations take 3-4 months from start to finish. However, some can complete the entire process in just a month while others can take up to 6 months.

Does TalentMap provide techincal support?

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 – we will get back to you quickly, usually within the hour.

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