Measure employee engagement
Measure engagement in a way leaders can use
A score is a starting point, not the outcome. TalentMap helps organizations understand the experiences connected to engagement, see where results differ and choose focused priorities for improvement.
What useful measurement answers
- What is helping employees do their best work?
- What is getting in the way?
- Which experiences are most important to address?
- Where do teams or employee groups experience the organization differently?
- What should leaders communicate and act on first?
A stronger approach
Start with the decisions ahead
Clarify what leaders need to learn and what they are prepared to change. Use established survey content, adapt it carefully and define the reporting plan before launch.
Understand results in context
Combine clear reporting, approved benchmarks, comments and expert interpretation to separate signal from noise.
Move beyond the score
Translate results into a small number of priorities, manager conversations and visible follow-through.
In Compass
See where engagement differs
Compare departments, locations and demographic groups to see where experiences differ.
Executives see strengths and opportunities at a glance. Managers see their team without exposing individuals.
Beyond the score
Look past a single number
See the unfavourable, neutral and favourable share for each survey dimension, not just one engagement score.
Read what employees wrote, grouped by theme, so the numbers come with the reasons behind them. Track change from the previous period to see whether actions are being felt.
Common questions
Can we customize the questions?
Yes. Start from established content, tailor wording to your context or add questions for a current priority, with guidance on what will still be comparable.
How is confidentiality protected?
Engagement and onboarding survey results are reported in aggregate. Groups with fewer than five respondents are not reported on their own.
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.