Put employee feedback in the right context
A score can look strong or weak without explaining what it means. Relevant benchmarks help leaders ask better questions when the comparison group, period and method are clear.
What a useful benchmark should explain
- Who is included in the comparison group
- The period covered
- Sample and response criteria
- Industry, sector or workforce relevance
- How survey items compare
- Important limitations
Use benchmarks as context, not a verdict
Benchmarks can help identify unusual strengths and opportunities, but they should not replace internal trends, employee comments or organizational context.
From comparison to priority
Focus on differences large enough to matter, connected to current goals and within leaders' ability to influence.
Benchmarks
Compare with organizations like yours
A 72 percent favourable score means something different in a municipality than in a software company. TalentMap compares your results with relevant industry and public-sector norms where available, so leaders can tell a real strength from a sector-wide pattern.
We are clear about what each benchmark contains, how current it is and where a comparison should be read with care.
Common questions
Which benchmarks are available?
Available comparisons depend on the group you want to compare against, so benchmark coverage is confirmed for your organization rather than promised in advance.
Can questions be customized?
Programs start from established survey content and tailor it carefully. Changing established questions can affect how results compare over time, so tailoring decisions are reviewed before launch.
How are results reported?
Reporting covers usable views of results, relevant comparisons, comment analysis and expert interpretation.