Talent Practices Survey | Assess HR Maturity

Assess the maturity of your talent management practices across seven dimensions. Benchmark against industry standards and identify priorities.

Organisation

Equips managers

Individual

Employee experience

Manager

Talent interaction

3 relationships measured

ACTION

AIM

Hide dimensions

View dimensions

  • Measures how well the company improves internal communication and social network building, and how actively managers help their teams build relationships across the business.
  • Whether the company invests in helping people grow through programmes and learning opportunities, and whether managers make development part of how their teams work every day.
  • Looks at how flexible the company is for different needs, how effective the people-valuing culture is, and whether managers show genuine interest in their teams' goals and aspirations.
  • Measures whether the company gives people opportunities to move into different roles or functions, practise new skills and learn from possible failure.
  • Measures whether employees feel their work is meaningful and pay is fair, and whether the company recognises and rewards managers who look after and invest in their teams.
  • More precise than an engagement survey - Measures satisfaction across three relationships rather than producing a single engagement score, giving you a more precise lens for identifying where to act.
  • Predicts retention and engagement - Survey data predicts 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 turn survey data into meaningful one-on-one conversations between managers and their teams.
  • Retention risk matrix - Generates a retention risk matrix ready for talent reviews, board reports, and ExCo presentations.
  • Flexible deployment - Runs within TalentPrint as part of the integrated suite, or works independently as a standalone project.

5

3-4 wks

95%

THE PROBLEM

Engagement surveys measure how people feel, but not why they feel that way

By the time someone resigns, the cost is already incurred. The Talent Practices Survey gives you the data to act before the decision is made.

Reactive retention

Traditional engagement surveys don't distinguish between company, manager, and individual accountability. The data points nowhere in particular.

Generic surveys

Engagement data describes the past. It doesn't tell you who is at risk of leaving, when they are likely to go, or what would make them stay.

No action framework

Survey results reach executives but do not convert into meaningful one-on-one conversations between managers and their teams.

Five phases from scoping to action plan

A fully managed engagement. Your team participates in the survey and follow-up conversations. Everything else, from survey design to board reporting, is handled for you.

Scope and design

We meet with your HR and leadership team to agree on objectives, survey scope, participant groups, and the communication plan. Together, the 5-practice framework gets shaped around your organisation.

  • Objectives agreed
  • Survey scope defined
  • Participant groups confirmed

Launch the survey

The Talent Practices Survey goes live across your chosen participant groups. Responses are collected digitally with built-in reminders and participation tracking.

  • Digital survey deployed
  • Built-in reminders
  • Participation tracking

Analyse and benchmark the results

Results are analysed across all three relationships (organisation, manager, individual), benchmarked against global data, and retention risk is scored at the individual level.

  • 3-relationship scoring
  • Global benchmarking
  • Individual risk scoring

Deliver the report

A board-ready report is delivered covering retention risk matrix, practice-level scores, team-level breakdowns, and prioritised areas for intervention.

  • Retention risk matrix
  • Practice-level scores
  • Board-ready format

Equip managers to act on it

Managers receive structured follow-up questions for each at-risk employee. These convert survey data into meaningful one-on-one retention conversations.

  • Structured follow-up questions
  • Per at-risk employee
  • Manager conversation guides

BUSINESS VALUE

What changes when you measure what matters

Survey results convert into intelligence your team can act on, from individual conversations to board-level reports.

Retention risk identified

You know which teams and individuals are at risk before they resign. You can act on the data, not on the exit interview.

Predictive turnover data

Predict turnover risk and engagement levels at the individual level, so you can act before problems escalate.

Manager accountability

Team-level data gives managers a clear picture of how their team is experiencing work. It creates accountability without blame.

A baseline for improvement

The first survey creates a baseline. Every subsequent survey measures progress. You can track whether your interventions are working.

Case study

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.

Explore the key "Who" questions this practice is designed to answer.

Run it inside TalentPrint or as a standalone project

Why it's different

Typical engagement scores hide more than they reveal

Engagement surveys measure how people feel. The Talent Practices Survey measures why they feel that way, and who is responsible for changing it.

The 5-practice framework

5 talent practices measured

The Talent Practices Survey breaks retention down into what your organisation does to keep people, and measures it from three perspectives.

= A complete view of talent health