Employee Experience
Know what it’s like to work here, and what to do next.
Engagement and lifecycle surveys that show how employees experience their work, with clear guidance on where to focus. Every result comes with priorities leaders can act on.
Engagement drivers, ranked for action
Illustrative example
Percent favorable by driver, flagged by how strongly each one moves engagement.
Growth
54%
Act first
Autonomy
61%
Watch
Impact
68%
Watch
Connection
77%
Strength
Meaning
83%
Strength
Suggested next step
Managers hold a growth conversation with each team member this quarter, tied to a development goal.
Sample data, not client results.
What we solve for
A full view of the employee experience
Engagement
Measure engagement
Identify the drivers of engagement and diagnose the overall health of the organization, team by team.
Culture
Measure culture
See how employees experience your values, leadership, recognition, and the daily interactions that shape their work.
Lifecycle
Measure every lifecycle stage
Listen at each moment that matters: attract and hire, onboarding, development, retention, and exit.
The 50/50 Engagement Equation
Engagement takes both sides
Think of engagement like a party invitation. The organization sends the invitation and sets the conditions. Each person decides whether to show up and join in. Half of engagement depends on the environment you create. The other half is each individual’s choice to engage.
50%
The organizational environment
The conditions the organization controls: how leaders lead, how people are recognized, and whether the culture lives up to its values.
Leadership
Culture and values
Recognition
Daily interactions
Measured with engagement, culture, and lifecycle surveys
where both sides meet
50%
The individual’s choice
What each person brings: their drives, their talents, and how well their role fits who they are.
Natural drives
Talents
Role fit
Understood with TMA Talent profiles and Talent Talks debriefs
Surveys show the environment
Your results show where the organization is creating the right conditions and where it is falling short.
Fit explains the rest
When engagement plateaus despite real effort, the missing piece is often how well people fit their work.
Both sides, one picture
Pair survey insight with an understanding of who your people are, and action plans get more precise.
The problem
Most organizations manage talent in pieces.
Hiring, onboarding, careers, structure, and performance each run on their own tools and assumptions. Engagement efforts plateau because the other half of the equation, individual fit, never gets measured.
1
Talent management is fragmented across systems and teams
2
Hiring decisions are made without pre-hire assessment
3
Workforce planning stops at staffing needs, filling seats rather than roles
4
Leaders lack a clear view of the talents and capabilities of their people
5
Job descriptions and career pathways are unclear or missing
Measure engagement
Find what drives engagement in your organization
Engagement is the emotional commitment that shows up as energy, focus, and discretionary effort. Our engagement survey measures it directly, then shows which conditions are moving it up or holding it back.
How healthy is the organization overall?
Get a clear read on engagement across the organization and compare groups side by side.
Which drivers matter most here?
Driver analysis ranks items by their effect on engagement, so effort goes where it counts.
Where are the hot spots?
See which departments, locations, or tenure groups need attention first.
What are people saying?
Comment themes add the context behind the scores, in employees’ own words.
M
Meaning
The work has purpose beyond the task.
A
Autonomy
People have room to shape how they work.
G
Growth
People are learning and moving forward.
I
Impact
People see the results of their work.
C
Connection
People feel they belong with the team.
Measure culture
See how your culture is lived, day to day
Every organization has a culture, whether it was designed or grew on its own. The employee experience is how people actually encounter that culture. Measuring it tells you whether what you say matches what people live.
Foundation
Culture
Shared values and beliefs
→
What you measure
Employee experience
How people experience the culture
→
Outcome
Engagement
Commitment and discretionary effort
Values
Whether stated values show up in decisions, priorities, and how work gets done.
Do our values guide what happens here?
Leadership
How employees experience leaders at every level, against the behaviors you expect of them.
Do leaders model what we ask of others?
Recognition
Whether people feel their contributions are noticed and valued in ways that matter to them.
Does good work get seen?
Daily interactions
The everyday moments with managers and peers that shape how work feels.
What is it like to work on this team?
Measure every lifecycle stage
Listen at each moment that matters
An annual survey shows one point in time. Lifecycle surveys follow people from their first impression to their last day, so you can see where the experience holds up and where it breaks down.
1
Attract and hire
Candidate experience
Learn how candidates experience your recruiting and hiring process.
2
Onboarding
New hire surveys
Check whether new employees have what they need and whether the job matches what they expected.
3
Development
Pulse and growth surveys
Track whether people see a clear path forward and get the support to grow.
4
Retain
Engagement and stay surveys
Understand what keeps your best people and spot early signs of risk.
5
Exit
Exit surveys
Find out why people leave, so patterns turn into fixes instead of repeat turnover.
Each stage connects to the same picture. Gaps between what people expected and what they experienced show up early, while there is still time to act.
Clear guidance on what to do next
From results to action, at every level
Survey data only matters when it changes what leaders do. Every survey comes with priorities, plain-language reports, and guidance for the people who need to act on them.
Responses stay confidential, so employees speak openly and leaders get an accurate view.
Executives
See organization-wide priorities
Know which two or three drivers will move engagement most, and align them to your mission and strategy.
HR
Guide the response
Use segment results and comment themes to target support where it’s needed and track progress over time.
Managers
Act with their teams
Team-level reports and simple action plans help front-line leaders hold the right conversations and follow through.
Get started
Hear from your people. Know where to act.
Start with an engagement survey or a single lifecycle stage. We’ll help you build a listening strategy that fits your organization, and you can add the pieces you need over time.
Engagement
Engagement survey with driver analysis
Culture
Values, leadership, recognition, daily interactions
Lifecycle
Candidate, onboarding, development, stay, and exit surveys
Individual fit
TMA Talent profiles