Not an engagement survey.
A measurement of three relationships.
The Talent Practices Survey measures satisfaction across the three relationships that determine whether your talent management actually works - and what to do when it doesn't.
Engagement surveys measure how people feel. Not why.
Traditional engagement surveys produce data without direction. You know engagement is low, but not who is responsible or what to change.
Engagement surveys don't distinguish between company, manager, and individual accountability. All the data points nowhere in particular.
Engagement data describes the past. It doesn't predict who is at risk of leaving or when.
Survey results reach executives but don't convert into meaningful one-on-one conversations between managers and employees.
Five practices. Three relationships. One complete view.
Each practice has an action (what the organisation does) and an aim (the outcome for the employee). Each is measured across all three relationships: organisation, manager, and individual.
Internal communication and social network building.
- COMMUNICATE
- NETWORK
- CONNECT (Manager)
Investment in development and integrated learning.
- INVEST
- EQUIP
- INTEGRATE (Manager)
Flexibility, culture, and genuine interest.
- FLEXIBILITY
- CULTURE
- INTEREST (Manager)
Mobility opportunities and practising new skills.
- OPPORTUNITY
- SUPPORT
- PRACTICE (Manager)
Meaningful work, fair compensation, and recognition.
- PURPOSE
- MEASUREMENT
- REWARD (Manager)
Within Talentprint or as a standalone project
The Talent Practices Survey runs within Talentprint for the full integrated experience, or deploys independently for organisations that need to run a one-time survey quickly.
The survey runs as part of the Talentprint suite. Data flows directly into talent profiles, talent reviews, and the TAILA dashboard.
- Integrated with talent profiles
- Feeds into talent reviews
- Visible in TAILA dashboard
- Historical data and trends
Deployed as a standalone survey project. Ideal for organisations not yet using Talentprint, or those needing to run a one-time survey quickly.
- No platform dependency
- Fast implementation
- Board reporting included
- Upgrade path to Talentprint
Our team designs the survey, manages deployment, analyses results, and delivers board-ready reports with retention risk matrices.
- Survey framework design
- Deployment management
- Results analysis
- Board and ExCo reporting
The 3-way model
Three relationships. One measurement.
The Talent Practices Survey measures satisfaction across the three relationships that determine whether your talent management actually works: the employee–organisation relationship, the organisation–manager relationship, and the manager–employee relationship.
Why it's different
Beyond engagement
Engagement surveys measure how people feel. The Talent Practices Survey measures why they feel that way - and who is responsible for changing it.
Not an engagement survey
Measures satisfaction across three key relationships: employee–organisation, organisation–manager, and manager–employee. A more precise and actionable lens.
Predicts retention and engagement
Survey data is used to predict turnover risk and engagement levels, before they become costly problems.
Global benchmarks
Results are benchmarked against global data, giving context to your scores and showing where you stand relative to peers.
Personalises retention conversations
Structured follow-up questions convert survey data into meaningful one-on-one conversations between managers and employees.
Retention risk matrix
Generates a retention risk matrix that can be inserted into talent reviews, board reports, or ExCo reports for ongoing monitoring.
Flexible deployment
Runs within Talentprint as part of the integrated suite, or deploys independently as a standalone survey project.
The framework
5 talent practices measured
Each practice has an action (what the organisation does) and an aim (the outcome for the employee). Each is measured across all three relationships.
Integrate → Engage
Measures how well the company facilitates internal communication and social network building, and how managers help employees connect across the organisation.
Develop → Empower
Measures the extent to which the company invests in development through formal programmes and learning opportunities, and how managers integrate learning into day-to-day activity.
Motivate → Energise
Measures company flexibility for different staff needs, the effectiveness of a people-valuing culture, and whether managers show genuine interest in employees' personal goals and aspirations.
Move → Expose
Measures whether the company creates opportunities to move across boundaries and whether managers allow employees to practise new skills and deal with the consequences of possible failure.
Reward → Endure
Measures whether employees believe they are accountable for meaningful work and fairly compensated, and whether the company measures and rewards managers for engaging, empowering, and energising people.
5 practices × 3 relationships
= A complete view of talent health
What you get
Data that drives decisions
Survey results convert into actionable intelligence - from individual conversations to board-level reports. Not just data; a system for acting on it.
Deployment options
Fits your context
Within Talentprint
The survey runs as part of the Talentprint suite. Data flows directly into talent profiles, talent reviews, and the TAILA dashboard. No additional setup required.
- Integrated with talent profiles
- Feeds into talent reviews
- Visible in TAILA dashboard
- Historical data and trends
Standalone deployment
Deployed as a standalone survey project. Ideal for organisations not yet using Talentprint, or those needing to run a one-time survey quickly.
- No platform dependency
- Fast implementation
- Board reporting included
- Upgrade path to Talentprint
What you get from the Talent Practices Survey
Survey results convert into actionable intelligence - from individual conversations to board-level reports.
Separate scores for organisation, manager, and individual. You know exactly who is accountable for what.
Survey data is used to predict turnover risk and engagement levels before they become costly problems.
Results are benchmarked against global data, giving context to your scores and showing where you stand relative to peers.
Structured follow-up questions convert survey data into meaningful one-on-one conversations between managers and employees.
From engagement survey to retention intelligence
Financial services company, 800 employees, South Africa
Ran an annual engagement survey. Results showed low engagement but gave no direction on who was responsible or what to change.
We deployed the Talent Practices Survey as a standalone project. Designed the 5-practice framework, ran the survey in 3 weeks, and delivered a board report with retention risk matrix.
Identified 12 high-turnover-risk employees in critical roles. Managers received structured follow-up questions. Retention in critical roles improved 23% within 12 months.
What "Who" questions does the Talent Practices Survey answer?
Explore the key "Who" questions this practice is designed to answer.
Ready to measure what matters?
The Talent Practices Survey can be configured and deployed in weeks. Talk to our team to design the right approach for your organisation.