After collecting feedback from employees, many leaders are asking: what is next and what should I do with the data? “Looking at the entire employee experience is one of the most effective ways to find opportunities to grow individuals and to grow your business,” says Sean Mayo, Talmetrix’s Director of Client Services. Trying to capture ways to “improve culture” can
How do you “take action” after collecting feedback from your employees? The answer lies in your Action Plan, a specific set of steps you strategically plan based on your employee engagement survey findings. The activities in your plan are aligned with improving the employee experience and your business goals. Action Plans help you move forward so that you can use
The People Matter Series is a chance for you to meet the Talmetrix team. Join us each month as a new team member takes the hot seat for a conversation with our Director of Product Marketing, Emily Regenold. Meet Ayusman Vikramjeet: Software Data Analyst Ayusman is Talmetrix’s “Data King.” He manages our Data Science Team and works closely with our clients
Studies have linked increased employee engagement to better productivity and reduced turnover – but what about its impact on your financials? Because we’re constantly asked about the returns of investing in the employee experience, we created a tool to show you the direct impact that improving your employee experience can have on your bottom line. “The ROI calculator was designed
A company’s relationship to its employees is analogous to personal relationships. We call it “employee engagement,” “employee value proposition” and other trendy HR terms. Yet in its simplified form, an employee’s day-to-day experience and relationship with their company requires attention to their desires, helping them feel heard and taking action to what is important to them. Sounds like love, right?
Attrition is a long-sworn enemy for companies across the globe, well-known for side effects such as recruiting costs and productivity loss. However, too frequently talent management executives only become aware of attrition’s quieter repercussions when they are dealing with the aftermath. Uncovering the hidden costs of attrition can help you realize the importance of focusing on your retention efforts. Here
In part one of our series on reducing business risks, we spoke with Brian Dershaw, a partner in Taft Stettinius & Hollister LLP’s Labor & Employment group, about three key business risks that leaders should be thinking about: a lack of actionable workforce insights, company reputation, and the challenges that can come with mergers and acquisitions. “’Employment related lawsuits are
Great business plans require great execution. Whether you’re implementing a plan for a fiscal year, a specific initiative or in response to feedback from an employee survey, you’ll go further, faster if you successfully engage employees in the process. After development of the plan itself, the most important task is to connect your business strategy with your people strategy. That
A recent cover story in the Association for Talent Development highlighted much of what our bread and butter is here at Talmetrix: how a culture of engagement is tied to improved company performance, manager effectiveness, retention, and productivity. Here are a few other noteworthy articles on the topic, including where people analytics will continue to come into play in the
Bersin by Deloitte continually delivers research designed to help organizations in their HR, talent, and learning strategies. These research-based strategies help leaders deliver better performance and to develop their people.
While every business has its own risks, these risks are also opportunities, points out Brian Dershaw, a partner in Taft Stettinius & Hollister LLP’s Labor & Employment group, during our conversation with him on the topic of risk mitigation and the tie to employee engagement and culture. Dershaw has broad experience serving as employment and labor counsel and outside general