• Talent Engage is a questionnaire-based tool that provides a unique solution for assessing the early engagement of your employees.
  
• Monitors the key components of employee commitment, intention to leave and measures the key drivers behind staff turnover.
  
• An objective and reliable engagement analysis administered via the web or paper to the employees within their first 2 to 6 months of employment.
  
• The data is objectively analysed and reported on a group basis. More accurate diagnoses are possible through breakdown analyses for sub-populations.
  

Report Outputs

Biographical data

• Job Type
• Department
• Occupational Category
• Tenure
• Age
• Gender
• Ethnic Origin
• Educational Attainment

Factors Influencing Retention and Turnover

1. Effectiveness of the Induction Process
Most organisations implement an induction process for new employees. Our standardised list of 30 elements provides an opportunity for the new starter to rate the effectiveness of your process.

2. Meeting of Expectations
New employees are in the process of forming a ‘psychological contract’ with their organisation. To ensure this gets off to a good start, it’s important to recognise the expectations formed by new starters (e.g. during the recruitment process), and whether your organisation is meeting these.

3. Value Congruence
Twelve key areas measured along dimensions of importance and satisfaction. These combine to provide an Overall Retention Index (ORI), which summarises the extent to which your organisation satisfies new employees in terms of their priorities for committing to an organisation.

• Salary & Rewards
• Career Progression
• Personal Growth
• Well-Being
• Cooperation
• Job Satisfaction
• Organisational Confidence
• Working Conditions
• Loyalty & Trust
• Ethical Standards
• Independence
• Vertical Relationships

Measures of Employee Commitment and Retention

1. Employee Commitment
Focussing on the emotional facet of commitment, this scale measures:

• the desire of the new starter to maintain membership with the organisation
• their willingness to expend extra effort on behalf of the organisation
• the extent to which they feel integrated into the organisation
• whether they would recommend the organisation as a place to work.

2. Intention to Leave
More behaviourally-based, this scale measures the extent to which the respondent is considering leaving the organisation, and whether they are actively searching for other employment.

Free Text

The individual has the opportunity to elaborate on their responses with the data collection process. These are captured and provided for anonymous review. More in-depth qualitative thematic analysis is available (not included in the standard report).

Progress Profiling

Are interventions to improve early engagement being effective? This output is valuable in assessing the impact of engagement interventions that have been initiated as a result of earlier Talent Engage feedback.