A Company Is Known By The People It Keeps

A Company Is Known

By The People It Keeps

1TalentKeepers®

The Trusted Name in Employee Engagementand Retention Solutions since 2000

TalentKeepers® is a recognized global leader in employee engagement and retention solutions that span the employee life cycle. Founded in 2000, TalentKeepers largely created the employee retention and engagement solutions market, introducing new and innovative ways to help people commit to their job, become actively engaged in their work and excel in performance over time. Through original research and pioneering products, we have helped shape today’s knowledge and understanding of why workers choose to stay, what drives them away, and what can energize people to work harder and perform better.

This brochure includes our full range of award-winning products. We twice have won HR Executive Magazine’s prestigious Top Product of the Year award. Our products also won the International Customer Management Institute’s Best in Show award at its annual conference. TalentKeepers has assisted thousands of organizations, tens of thousands of leaders, and millions of employees by increasing engagement, retention and performance.

ENERGIZE YOUR WORKPLACE. CONTACT US TODAY.

Table ofContents

3Onboarding that

Inspires Commitment

6Employee

Engagement System

11Stay Interviews

12Team Member Engagement

15Exiting Employees

17Leadership Training

20HRCI Pre-Approved Programs

for HR Professionals

21Workplace America

You need leaders, processes and a culture that helps people COMMIT to the organization and their leader, ENGAGE in their role and with their team, and EXCEL over time as they adapt and grow in their career. This process is often repeated as change inevitably occurs through role changes, promotions, reorganizations, mergers, new assignments, new leaders and more. Don’t leave engagement and retention to chance. Proactively manage engagement strategies and increase your impact with the help of TalentKeepers.

Helping new employees connect and commit to your organization from the very beginning is essential to building an engaged, loyal and productive workforce. Our award-winning onboarding solution supports this objective in ways no other approach can. We will help you:

Strengthen bonds with the new leader and team •Build commitment to the organization, leader and role •Speed time-to-productivity •Accelerate acclimation and assimilation •Reduce early tenure turnover •Facilitate alignment with goals and objectives •Structure career conversations to occur at the beginning of the employee life cycle •

Assimilating new talent into an organization involves much more than having easy-to-complete forms, ready credentials, and access to the necessary equipment. Far more importantly, inviting new employees to talk about their work preferences, job goals, and career aspirations engages them immediately as individuals and allows their leader to align individual objectives with their role and broader organizational goals.

A Winner of HR Executive magazine’s Top Product of the Year Award:

onboard Connection™

Onboard Connection is the most innovative and meaningful way available to ignite engagement in new employees. This process is proven to increase the likelihood of developing strong bonds between new employees and their leaders in order to drive sales, service, and productivity. This critical element of employee engagement cannot be left to chance.

Learn the career, leader, engagement, and recognition preferences that are most •valuable to each employee in order to support their success from day oneDevelop relationships based on mutual trust and commitment between leaders and employees •Build employee commitment and loyalty to your organization •Reduce job abandonment and absenteeism •

3onboarding that Inspires Commitment

Commit

FirstFit®

Surveyonline

leader TrainingHandshake

meeting guide

online Action Plan

An “open” survey of employee preferences in four key areas

Trains leaders how to effectively conduct an open, growth conversation

A structured guide that helps ensure leaders address all relevant topics

Summarizes and captures outcomes of the meetings for follow-up and tracking

Workplace America: Employee Engagement and Retention Trends Workplace America is the longest, continuously running national research reporting on trends, strategies, tactics and the future of talent management practices. This research, now over a decade long, helps to guide our product development, client implementations and support.

Workplace America includes data on “Best-in-Class” organizations where engagement and retention strategies have improved performance and transformed corporate cultures. Learn what they are working on, how they budget and execute initiatives, and the metrics they use to track outcomes. This process offers a valuable opportunity for benchmarking against those organizations that consistently achieve strong results from their efforts to engage and retain valued employees.

A current copy of Workplace America can be downloaded on our website. TalentKeepers’ members always receive reports and white papers prior to national availability. To participate in the next national study, simply become a member of TalentKeepers and you will receive an invitation. All of your responses are kept strictly confidential.

Benchmarking

TalentKeepers has been gathering workplace retention and engagemet data since 2000, covering dozens of industries that include organizations from Fortune 50 companies to not-for-profit charities. Our established benchmarks include a wide range of key engagement and retention indexes that are essential metrics to guiding your strategies, practices and return on investment.

How do you measure up to others in your industry or the best-in-class? Find out how to benchmark your engagement and retention effectiveness by contacting us at [email protected] to learn more.

Custom Solutions

TalentKeepers can design and deliver custom surveys, workshops, seminars, and presentations for your internal audience -- including supervisors, managers and executives, HR teams, business unit leaders, and other stakeholders concerned about employee engagement and talent management. If required, we have the resources to customize any of our established products to meet your unique needs.

Live events can vary in length to meet your individual needs, from a key note presentation at an internal event to multiple-day workshops and seminars for groups from 10 to 1000 or more. TalentKeepers’ experts have designed and presented at over 1,000 conferences and corporations world-wide, bringing a compelling and strategic approach to talent management.

20A History of Research

SolutionS that gEt RESultS. ExCEl

You need leaders, processes and a culture that helps people COMMIT to the organization and their leader, ENGAGE in their role and with their team, and EXCEL over time as they adapt and grow in their career. This process is often repeated as change inevitably occurs through role changes, promotions, reorganizations, mergers, new assignments, new leaders and more. Don’t leave engagement and retention to chance. Proactively manage engagement strategies and increase your impact with the help of TalentKeepers.

Energize your workplace. Contact us today.

It’s all here, and more.

table of contents

3onboarding that

Inspires Commitment

6 Employee

Engagement System

11leveraging Your leaders

15Team Engagement and Performance

19HRCI Pre-Approved Programs

for HR Professionals

20

Workplace America

Here are just a few examples of the results our clients have achieved:One of America’s largest retailers went • from worst to first in customer satisfaction based on JD Power ratings One of America’s largest contact center companies • reduced unwanted employee attrition rates of 40% and higher in locations throughout the country and in Latin AmericaA major North American insurance company reduced claims and underwriting •attrition by 27%A leading healthcare provider • increased patient care and patient satisfaction by 32% through a focus on employee engagement A nationwide pharmaceutical sales company • reduced turnover 49% in one yearA leading North American retailer • increased sales and service performance by 20% through employee engagement and leader development A major North American telecommunications company • reduced call center turnover by 25% and job abandonment by 53%

ENERgIzE YouR WoRKPlACESm

Retaining and engaging valued

employees is critical for success.

Competition demands it.

An evolving workplace requires it.

A new generation of talent expects it.

The future of your organization is

fueled by your people.

Energize your workplace. Make an impact.

TalentKeepers is your expert source.

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CommitEstablish a mutual

commitment to roles, expectations, goals,

recognition and relationships

EngagePositive, added

energy and effort areevident, driving

individual, team andorganizational results

ExcelSustained performance,growth and adaptabilityfuel momentum to excel

and achieve potential

3Onboarding thatInspires Commitment

COMMIT

Helping new employees connect and commit to your organization from the very beginning is essential to building an engaged, loyal and productive workforce. Our award-winning onboarding solution supports this objective in ways no other approach can. We will help you:• Strengthen bonds with the new leader and team• Build commitment to the organization, leader and role• Speed time-to-productivity• Accelerate acclimation and assimilation• Reduce early tenure turnover• Facilitate alignment with goals and objectives• Structure career conversations to occur at the beginning of the employee life cycle

Assimilating new talent into an organization involves much more than having easy-to-complete forms, ready credentials, and access to the necessary equipment. Far more importantly, inviting new employees to talk about their work preferences, job goals, and career aspirations engages them immediately as individuals and allows their leader to align individual objectives with their role and broader organizational goals.

Winner of HR Executive Magazine’s Top Product of the Year Award:

Onboard Connection™

Onboard Connection is the most innovative and meaningful way available to ignite engagement in new employees. This process is proven to increase the likelihood of developing strong bonds between new employees and their leaders in order to drive sales, service, and productivity. This critical element of employee engagement cannot be left to chance.• Learn the career, leader, engagement, and recognition preferences that are most

valuable to each employee in order to support their success from day one• Develop relationships based on mutual trust and commitment between leaders and employees• Build employee commitment and loyalty to your organization• Reduce job abandonment and absenteeism

TalentWatch®

The Employee Engagement System

Employee Engagement Surveys Employee engagement surveys are very important to creating an engaged workforce. It is imperative to hear the voice of your employees and let them know that their feedback and commitment to the organization is valued. Creating stronger employee bonds enhances brand identity and loyalty, which reinforces your organizational culture. As we all know, administering an engagement survey is only the first step to measuring factors that matter most to your greatest asset…your employees.

TalentWatch® is a structured employee engagement system that includes a best-in-class engagement survey, detailed individual and aggregate reports down to the front-line leader level, a dynamic dashboard for senior leaders, a team meeting guide, and online action planning for all leadership levels.

With TalentWatch you get much more than a survey. You get a system that drives engagement, growth and involvement. TalentWatch includes these core components.

Effective use of employee engagement surveys will boost productivity while also strengthening employee-leader relationships which creates a climate where employees are motivated to work harder and drive stronger results not only for their department, but for the organization overall.

Inspiring Employees to Engage7

The TalentWatch® Employee Engagement System

SuRvEYREPoRTS

DASHBoARD

TEAm mEETINg

guIDE

oNlINE ACTIoN

PlAN

lEADER TRAININg

EngagE

The Engagement and Retention leadership Series™

Award-Winning leader Training that Builds Engagement and Retention Skills motivating Employees

to Excel

ExCEl

Responsibility and accountability for engaging and retaining valued talent has moved out to the front lines and into the hands of leaders. Competitive pay, benefits, and incentives, while helpful, are not enough to keep workers from shopping for their next opportunity, particularly Generation Y. Leaders, particularly front-line leaders, must be skilled in building a climate of engagement, retention, and a culture that speaks to employees in a way that encourages them to stay. Leaders will be your organization’s best defense against unwanted turnover.

Ask someone to think of the best boss he or she has had, and it will be a boss who that person trusted. Those that weren’t trusted will be remembered as the worst bosses. Do your leaders really know how to build trust? Trust Builder is just one of 11 blended learning programs that won HR Executive Magazine’s Top Training Product of the Year award.

Blended Training Programs To meet the needs of different organizations and individual learning styles, TalentKeepers’ blended-learning leader development training is comprised of three elements: an e-learning module, an instructor-led workshop, and on-the-job activities.

TalentKeepers’ instructional design engages learners in a variety of learning techniques including simulations, quizzes, tips, and best practices to increase knowledge and skills. Clear instructions, guidelines and materials are

provided for on-the-job practice and reinforcement activities.

Online Modules: Contain relevant and focused content divided •into several learning topicsDelivered in short timeframes, allowing •learners to complete them quicklyOffer progress checks, realistic job simulations, •and printable job aids to facilitate on-the-job application of key skillsThe learner is guided through the online •program which includes a Mastery Assessment to demonstrate knowledge and proficiency in the material

Instructor-led Workshops: Offers skill development, practice exercises, •and group discussionCan be customized to include your •organizationally-specific contentDesigned to be delivered by your training staff •or a TalentKeepers’ facilitatorDelivery options can be in-person and/or •virtual

On-the-Job Application Exercises Offers skill development, practice exercises, •and group discussion to ensure learning is transferred to the participant’s jobCan be customized to include your •organizationally-specific content

16

onboarding that Inspires Commitment

Commit

Preferences uncover what is most valuable to each employee and are gathered in a way that provides clear direction and suggestions for leaders on how to leverage this information with each team member during the Handshake Meeting. Participation can be tracked to see activity at every step in the process.

Handshake Connection Leader Development ModuleThis e-learning module teaches leaders how to effectively conduct Handshake meetings with their employees based on their FirstFit® survey results. This interactive module shares tips and illustrates ways leaders can maximize the value of the Handshake meetings. A companion, instructor-led workshop is also available to supplement or replace the e-learning module.

The Handshake Meeting Guide Handshake Meeting Guide:

Structured, short 1:1 meeting between a leader and each team member to review FirstFit• ® survey resultsStep-by-step guide on how to conduct a Handshake Meeting and provides tips for an effective discussion•

The results are instantly available in a “Guide” to leaders and are reported at two levels: The Handshake Meeting Conversations between a team member and leader reinforce and strengthen shared goals and expectations. Over a decade of research shows that in today’s workplace job and career growth issues are paramount and the Handshake Meeting provides a safe forum to explore these topics. The simple structure and employee preference data guides the leader while providing an open forum to raise other relevant topics.

Online Action Plan An online action plan allows leaders and team members to summarize their understanding of the Handshake Meeting, develop a plan to continue supporting their relationship, and increase the success of ongoing conversations about preferences and expectations.

The benefits are:Hands-off method for driving action plan participation•Easy to use online action planning form•Built-in accountability and engagement metrics•Tracking and alerts•

4

An HR professional’s ability to grow and advance professionally is dependent on a wide range of skills. Arguably, those important to career success may be the behavioral skills and interpersonal artfulness he or she brings to the job. TalentKeepers is now making available to HR professionals 11 engagement and retention e-learning programs that have been recognized by HR Executive Magazine with its Top Training Product of the Year award.

Trust Builder is a good example. Developing trust with people throughout an organization likely is the most critical skill an HR professional can possess. Without trust, her ability to achieve even basic goals is severely hampered. Trust is not a given based on a person’s title or role, but is earned based on a definable and teachable group of behaviors. This specific program will help HR professionals learn how to build trust, and coach others in their organization in trust-building behaviors.

Earn Recertification Credits for each program •while learning invaluable skills that will enhance your HR career. Choose from 11 blended e-learning programs on essential topics like building trust, communicating effectively and coaching high performers. Each program includes an online learning experience, guided on-the-job learning, reinforcement activities and a mastery assessment.

Topics include:

These programs represent fundamental core competencies HR professionals must have to work effectively with stakeholders, colleagues and constituents throughout their workplace. These competencies are essential for sustained effectiveness and success in the human resources profession.

Professional Certification informationEach program is certified by the HR Certification Institute for professional recertification credits toward these professional certifications:

Professional in Human Resources (PHR• ®)Senior Professional in Human Resources •(SPHR®)Global Professional in Human Resources •(GPHR®)

Note: The use of the HRCI seal is not an endorsement by the HR Certification Institute of the quality of these programs. It means that these programs have met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

Engaging and 1. Retaining Generation Y Trust Builder2. Climate Builder3. Communicator4. Flexibility Expert5. Esteem Builder6.

Talent Finder7. High Performance 8. BuilderTalent Developer 9. and Coach Retention Monitor10. Retention Expert11.

SolutionS that gEt RESultS.

Cert i f icat ion Programs for Human Resources Professionals

19

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Preferences uncover what is most valuable to each employee and are gathered in a way that provides clear direction and suggestions for leaders on how to leverage this information with each team member during the Handshake Meeting. Participation can be tracked to see activity at every step in the process.

Handshake Connection Leader Development ModuleThis e-learning module teaches leaders how to effectively conduct Handshake Meetings with their employees based on their FirstFit® survey results. This interactive module shares tips and illustrates ways leaders can maximize the value of the Handshake Meetings. A companion, instructor-led workshop is also available to supplement or replace the e-learning module.

The Handshake Meeting Guide• Structured, short 1:1 meeting between a leader and each team member to review FirstFit® survey results• Step-by-step guide on how to conduct a Handshake Meeting and provides tips for an effective discussion

The results are instantly available in a “Guide” to leaders and are reported at two levels:

The Handshake MeetingConversations between a team member and leader reinforce and strengthen shared goals and expectations. Over a decade of research shows that in today’s workplace job and career growth issues are paramount and the Handshake Meeting provides a safe forum to explore these topics. The simple structure and employee preference data guides the leader while providing an open forum to raise other relevant topics.

Online Action PlanAn online action plan allows leaders and team members to summarize their understanding of the Handshake Meeting, develop a plan to continue supporting their relationship, and increase the success of ongoing conversations about preferences and expectations.

The benefits are:• Hands-off method for driving action plan participation• Easy to use online action planning form• Built-in accountability and engagement metrics• Tracking and alerts at every step in the process

4

A new employee interacts with many individuals when joining an organization. Recruiters, trainers, and HR personnel are just a few of the key stakeholders that influence the new hire’s desire to stay with your organization and how engaged they become early in their tenure. Connecting and committing a new employee to the organization is more than just the leader’s responsibility. The Retention Roadmap offers a detailed schedule of prescribed critical touch points for non-traditional stakeholders and the new employee.

The Retention Roadmap™ is:• Designed to take pro-active control of every

opportunity to influence employees’ stay decisions during this critical period (i.e. first 90-days)

• Provides a “roadmap” of consistent interactions at set timeframes

• Consistent scripting and repetition of key themes, regardless of who is delivering the message

• TalentKeepers will work with your organization to define or create the Retention Roadmap™ process: Identify the timeline, goals, and key stakeholders Brainstorm and agree on “touch points” Introduce and implement the Retention Roadmap™ Track and monitor retention rates Adjust “touch points” as necessary

Employee engagement is your employees’ ability and willingness to contribute to organizational success, especially their willingness to give “discretionary effort,” and go beyond what is typically required in their position to make the organization successful. When organizations are able to create and maintain an engaged workforce, they enjoy an organizational culture which:

Sustains high engagement among •all employee levelsEnables individual performance •Empowers leaders through •awareness & coaching Builds team performance •Measurably impacts the customer •experienceSignificantly improves retention •

Employee engagement is an essential element of organizational health and is the goal of strategic initiatives that seek to improve employee attitudes and retention through leadership, co-workers, job/career satisfaction, and a high performing organization. Higher levels of employee engagement are linked to employee commitment, a high performing workforce, satisfied and loyal customers, and a productive and profitable organization.

Increase your impact and energize your engagement and retention efforts. Our knowledge, solutions, capability and experienced team makes TalentKeepers your best partner.

6Employee Engagement and Retention: A Systematic Approach

EngagE

Learning Topics include:

Trust Builder: Create a sense of respect and dedication with team members and colleagues

Talent Developer and Coach: Develop and coach team members to help them grow results in greater commitment and loyalty to the organization

High Performance Builder: Create conditions that reinforce high levels of team member performance, particularly critical for the most talented people

Esteem Builder: Give team members responsibility and freedom to act, and helps them build self-esteem

Engaging & Retaining Gen Y: Engage the newest and largest generation in a way they understand, with 5million entering the workforce every year

Climate Builder: Make work and the workplace enjoyable and fulfilling

Flexibility Expert: Learn to recognize and adapt to individual needs and views

Communicator: Learn to communicate effectively the importance of engagement and retention to team members and others

Retention Expert: Develop knowledge and an understanding of the supporting values central to initiating effective retention-focused actions

Retention Monitor: Gauge employee retention and takes preemptive action

Talent Finder: Explain how to effectively source and select qualified people

17

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No leader comes to work wanting to do things poorly, but desire and motivation alone do not make a leader more skilled in essential engagement skills. Leaders need to be trained and understand their role in improving engagement and managing unwanted turnover.

Retention Roadmap™

A new employee interacts with many individuals when joining an organization. Recruiters, trainers, and HR personnel are just a few of the key stakeholders that influence the new hire’s desire to stay with your organization, and how engaged they become early in their tenure. Connecting and committing a new employee to the organization is more than just the leader’s responsibility. This retention tool offers a detailed schedule of prescribed critical touch points for non-traditional stakeholders and the new employee. The Employee Retention Roadmap™ is:

Designed to take pro-active control of every •opportunity to influence employees’ stay decisions during this critical period (i.e. first 90-days)Provides a “roadmap” of consistent •interactions at set timeframesConsistent scripting and repetition of key •themes, regardless of who is delivering the messageTalentKeepers will work with your •organization to define or create the Employee Retention Roadmap™ process:

Identify the timeline, goals, and key stakeholders•Brainstorm and agree on “Touch Points”•Introduce and implement the Employee Retention Roadmap• ™

Track and monitor retention rates•Adjust “Touch Points” as necessary•

TalentKeepers will help you build a specific Retention Roadmap and a template that can be used with any new employee or for any role in the organization.

5

6

EngagE

Nothing you do will have a greater impact on accelerating the performance and acclimation of a new hire than strengthening the relationship with their new leader at the very outset of their employment.

18Leader Readiness Assessment

RQ - Retention Quotient is a self-assessment designed to measure a person’s understanding of and ability to apply leadership competencies that have been proven to increase employee engagement and team performance. RQ can also be used as a cutting-edge leader readiness assessment for employees who are interested in a leadership role and to help prioritize the participant’s leadership development plan. RQ is often used as a source of data for succession planning.

The situational judgment simulations focus on leadership competencies related to effective employee •engagement and retention behaviorProvides employees insight into real people-management scenarios they would have to manage as leaders•Reports are available for each individual leader and can be aggregated by various attributes•

insight Multi-Rater (360) Survey

Insight is a 360o survey that solicits input from individual leaders, their employees, peers, and their manager. Insight’s objective is to enhance a leader’s awareness of their strengths and weaknesses so appropriate developmental activities can be determined and prioritized. Additionally, Insight can be used as a pre-training & post training diagnostic tool and as part of a leadership assessment program for development and promotion.

Content of the survey focuses on leadership competencies related to effective employee engagement and •retention behavior.Valuable comparisons are drawn in those areas where the leader and the other respondents differed in •their perceptions.Survey consists of structured items and respondents, other than the focal leader, will be anonymous •and identified only by their relationship to the leader (e.g., employee, manager, and peers). Reports available at individual and aggregate levels•Results of the survey illustrate how a leader perceives himself/herself, relative to the perceptions of •employees, peers and manager(s). Built-in action plan•

©2011 TalentKeepers®. All rights reserved Page 1

Insight® Report Individual Results

Company ABC

Report Prepared for: JANE SMITH Report Prepared on: xx/xx/2011

Survey Respondents: X out of x

Self: Leader:

Team Member: Peer:

X out of x X out of x X out of x X out of x

ExCEl

Insight Report

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Retention Roadmap™5

Credible Leadership

SupportiveCo-Workers

Job andCareer

Satisfaction

HighPerformingOrganization

6Employee Engagementand Retention:A Systematic Approach

ENGAGE


• Sustainshighengagementamong all employee levels

• Enablesindividual performance

• Empowersleadersthrough awareness & coaching

• Buildsteamperformance• Measurablyimpactsthe

customer experience• Significantlyimprovesretention



TalentWatch®

The Employee Engagement System

7

ENGAGE

TalentWatch® Engagement Survey System OptionsFoundations Professional Enterprise

Comprehensive, validated engagement survey developed and supported by Industrial Organizational Psychologists √ √ √Pre-survey communication templates to prepare participants √ √ √Real-time participation reporting and reminder emails to ensure high participation rates √ √ √Robust, easy to understand reports for individual leaders √ √ √Aggregate (group) reports for user-defined attributes e.g., function, division, tenure, performance √ √ √Team Meeting Guides to help leaders effectively communicate results to team members √ √ √Online action plans available down to the front-line leader level √ √Categorize, theme, and interpret free responses (open-ended comments) √ √Excel spreadsheets with individual leader data, free response analysis, and key metric data √ √Summary report containing all observations and recommendations √ √Results review meeting with Client Administrators prior to delivering to leadership √ √Executive presentation and action planning session √ √Quarterly calls to review program progress (i.e. observations & recommendations) and organizational updates √ √Ability to customize survey √ √Option for multiple languages √Dynamic dashboard for senior leaders enables on-demand drill downs to review subgroup performance √Benchmarking comparisons by industry, best-in-class, etc. √Senior leader presentation and action planning session √Front-line leader presentation and action planning session √Option for Pulse Surveys to measure progress √

©TalentKeepers 2017

FOUNDATIONSAt the early stages of your employee engagement

efforts? No problem! This lower-cost but high-value option could be ideal for you.

PROFESSIONALWith a higher level of reporting and “hands on”

expertise, this is a great option for companies looking to take engagement to the next level.

ENTERPRISEMeasuring and moving the engagement needle

across a large organization requires a robust solution, and you’ll find it in our enterprise offering.

Features of The TalentWatch® Enterprise Solution

ENGAGE

Employee Engagement SurveysEmployee engagement surveys are very important to creating an engaged workforce. It is imperative to hear the voice of your employees and let them know that their feedback and commitment to the organization is valued. Creating stronger employee bonds enhances brand identity and loyalty, which reinforces your organizational culture. As we all know, administering an engagement survey is only the first step to measuring factors that matter most to your greatest asset…your employees.

TalentWatch® is a structured employee engagement system that includes a best-in-class engagement survey, detailed individual and aggregate reports down

to the front-line leader level, a dynamic dashboard for senior leaders, a team meeting guide, and online action planning for all leadership levels.

With TalentWatch you get much more than a survey. You get a system that drives engagement, growth and involvement. TalentWatch includes these core components.

Effective use of employee engagement surveys will boost productivity while also strengthening employee-leader relationships which creates a climate where employees are motivated to work harder and drive stronger results not only for their department, but for the organization overall.

The TalentWatch® Employee Engagement System

8

Preferences uncover what is most valuable to each employee and are gathered in a way that provides clear direction and/or suggestions for leaders on how to leverage this information with each team member during the Handshake Meeting. Participation can be tracked to see progress at every step in the process.

Handshake Connection Leader Development ModuleThis e-learning module teaches leaders how to effectively conduct The Handshake Meeting with their employees based on their FirstFit® survey results. This interactive module shares tips and illustrates ways leaders can maximize the value of the Handshake meetings. A companion, instructor-led workshop is also available to supplement or replace the e-learning module.

Handshake Meeting Guide Handshake Meeting Guide:

Structured, short 1:1 meeting between a leader and each team member to review FirstFit •® survey resultsStep-by-step guide on how to conduct a Handshake Meeting and provides tips for an effective discussion •Introduces team members to their role in engagement •

The Handshake Meeting Conversations between a team member and leader reinforce and strengthen shared goals and expectations. Over a decade of research shows that in today’s workplace job and career growth issues are paramount and the Handshake Meeting provides a safe forum to explore these topics. The simple structure and employee preference data guides the leader while providing an open forum to raise other relevant topics.

Online Action Plan An online action plan allows leaders and team members to summarize their understanding of the Handshake Meeting, develop a plan to continue supporting their relationship, and increase the success of ongoing conversations about preferences and expectations.

The benefits are:Hands-off method for driving action plan participation •Easy to use online action planning form •Built-in accountability and engagement metrics •Tracking and alerts •

An “open survey of employee preferences in four key areas

Trains leaders how to effectively conduct an open, growth conversation

A structured guide that helps ensure leaders address all relevant topics

Summarizes and captures outcomes of the meetings for follow-up and tracking

EngagE

11CLEAR Connections Process

Preferences Survey

onlineleader Training

Handshake meeting guide

online Action Plan

Team Co-Worker Connection™

Support and mutual respect among team members, project teams and co-workers is an essential ingredient in creating and maintaining an engaged workforce. Team Co-worker Connection opens doors of communication and mutual work styles, helping strengthen team member relationships. Building high-performing teams helps an organization take engagement to the next level by involving employees as part of the engagement process.

Organizations that value differences and diversity across all levels of employees allow everyone

to appreciate the mission and vision of the organization. Team members and co-workers play a significant role in employee engagement and want to have an active role in the process. Benefits your organization will experience are:

Improved communication •Enhanced team building •Resolved conflicts without leader’s direction •Willingness to share information •Increased team performance •

Team Co-Worker Connection® process:

EngagE

Team member Engagement

12

Take the Survey

Select a Co-worker

Review Both Results

Arrange 1:1 meeting

Conduct 1:1 meetings

Work Smarter Together

Detailed, Tiered Reports Survey data must be actionable to provide value and drive improvement. TalentWatch reports, both individual and aggregate, are available within 30 days of the survey administration close date. Easy-to-read formats provide each leader and stakeholder with relevant, timely and specific results that facilitate prioritizing and taking action. TalentWatch Dashboards The TalentWatch dashboard builds awareness of the strategic advantage an engaged workforce can deliver. We accomplish this by measuring the impact of engagement and retention with operating metrics, such as sales, service, productivity, and other key performance indicators. At a glance, senior leaders can:

Compare key survey •metrics (e.g. leader engagement index, ENPS) across operating groups Compare their groups’ •performance to that of their peersResults within the •dashboard can be set up to be viewed by leadership hierarchy as well as across other groupings such as job positions, levels, etc. Ability to display •current and previous survey administration data to assess trends and accountability Customized definitions •of organizationally specific key metrics are displayed for ease of understandingDisplays group participation percentages used to generate the dashboard results•Drill down into various hierarchy levels of data down to individual leader levels•Clear and easy way to identify individual leader’s areas of strength and opportunity•Narrows the focus for senior leaders/groups to coach leaders who may be challenged by engagement•

Employee surveys, when done well, are an invaluable tool to engage employees and guide talent management strategies. But done poorly, they can erode trust and alienate your workforce. Take the risk out of your employee surveys. TalentKeepers will help you get maximum benefit from your next engagement survey. Expect more. Increase you impact.

8

EngagE

Helping your employees adapt to new challenges and needs as well as excel in their roles is an ongoing challenge. Your organization is invested in these employees and motivated to coach and development them to their fullest potential. Your leaders are a key strategic weapon in building a culture that can:

Effectively manage change at all levels•Leverage experience to energize the culture•Foster career growth regardless of the trajectory•Enable leaders to focus on and prioritize development areas•Avoid “quit and stay” and other plateauing behaviors•Guide HIPOs through transitions•Facilitate cross-functional collaboration •

make an Immediate Impact with these leader Engagement and Development Tools Leaders shape the experience and opinions of their employees. This is not big news, yet leaders remain an under-utilized resource in building engagement and boosting retention. Leadership strategies can have the greatest impact on your efforts. Leaders set the tone on their team, choose what information to share, interpret company rules and how to apply them. They reinforce and coach.

15motivating Employees to Excel

ExCEl

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Detailed, Tiered ReportsSurvey data must be actionable to provide value and drive improvement. TalentWatch reports, both individual and aggregate, are available within 30 days of the survey administration close date. Easy-to-read formats provide each leader and stakeholder with relevant, timely and specific results that facilitate prioritizing and taking action.

TalentWatch DashboardsThe TalentWatch dashboard builds awareness of the strategic advantage an engaged workforce can deliver. We accomplish this by measuring the impact of engagement and retention with operating metrics, such as sales, service, productivity, and other key performance indicators. At a glance, senior leaders can:

• Compare key survey metrics (e.g. leader engagement index, ENPS) across operating groups• Compare their groups’ performance to that of their peers• Results within the dashboard can be set up to be viewed by leadership hierarchy as well as across other

groupings such as job positions, levels, etc.• Ability to display current and previous survey administration data to assess trends and accountability• Customized definitions of organizationally specific key metrics are displayed for ease of understanding• Displays group participation percentages used to generate the dashboard results• Drill down into various hierarchy levels of data down to individual leader levels• Clear and easy way to identify individual leader’s areas of strength and opportunity• Narrows the focus for senior leaders/groups to coach leaders who may be challenged by engagement

Employee surveys, when done well, are an invaluable tool to engage employees and guide talent management strategies. But done poorly, they can erode trust and alienate your workforce. Take the risk out of your employee surveys. TalentKeepers will help you get maximum benefit from your next engagement survey. Expect more. Increase your impact.

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10

ENGAGE

Online Action Planning and AccountabilityThe online action plan is available to all leaders and the benefits are:• Systemic method for driving action plan participation• Easy to use, pre-populated online action planning form• Built-in accountability• Guidance on next steps• Suggested tactics to consider in order to act on feedback

Team Meeting GuideSharing survey results is very important to those that participated. A Team Meeting Guide for leaders helps support their team conversations and prepare effectively for this discussion. Team Meeting Guides include:• Meeting objectives• Meeting tips• Tactics to help respond to questions about specific employee engagement items• How to start the discussion, share highlights of the results, and ask questions• How to share the organizational results and next steps• How to share personal actions and commitment to the team

Presenting Results: Executives through Front-line leadership

Positioning the right information to ensure all leaders understand the data and are clear about action planning and next steps is a crucial and necessary step. Communicating the data differently to Executives through Front-line leadership helps each level learn the information in a way that makes sense for their role and provides a clear path to incorporating the data into their everyday interactions with their teams.

Each meeting is designed for a specific audience:• Executives• Senior Leadership (i.e. VP, Regional Leadership, Directors)• 1st & 2nd level leadership

ClEAR Connectionssm

10

A one-on-one meeting between an employee and her leader to discuss, not results and tasks, but how they work together, the employee’s aspirations and opportunities for growth, is very impactful. Yet as an engagement and retention tactic, growth conversations occur too infrequently.

CLEAR Connections is a straightforward yet powerful solution that provides a process for these conversations to occur in a meaningful and comfortable way, regardless of how long the employee and leader have worked together.

CLEAR Connections meetings focus on four important employee preference areas and are discussed in an informally structured meeting.

The four elements of CLEAR conversations are:

C areer and Job references l eader preferencesE ngagement preferencesA ndR ecognition preferences

CLEAR Connections is very effective in strengthening relationships, increasing employee engagement, and improving retention, particularly of high performers. Even if your employee base is stable, but could use a shot of energy for both employees and leaders, CLEAR Connections is ideal in its simplicity and minimal time commitment. At the same time, the process is very impressive in its ability to build trust, open communication and establish the groundwork for future conversations.

EngagE

Stay Interviews

Could those rumors be true? I wish we all had more information.

How do I move up to his job?

I need more variety in my work, or I’ll have to start

looking around.

When am I ever going to get some

recognition in front of the team?

Do your leaders really know what their team members are thinking?

How does it work?

Employees take a short work preferences survey •Each employee accesses the online reports comparing their own preferences with each co-worker. Reports •are immediately available after completing the surveyCo-worker pairing can be done automatically for those employees who report to the same leader, and •on-demand, by the employees using an invitation systemEach pair of co-workers meet to review their preference similarities and differences in a 1:1 meeting •During the 1:1 meeting, the employees learn how to leverage their similarities and differences in order to •work smarter togetherCo-workers incorporate agreed upon strategies into their working relationships to drive better •collaboration and performance

EngagE

13

Online Action Planning and Accountability The online action plan is available to all leaders and the benefits are:

Systemic method for driving action plan participation•Easy to use, pre-populated online action planning form•Built in accountability•Guidance on next steps•Suggested tactics to consider in order to act on feedback•

Team Meeting GuideSharing survey results is very important to those that participated. A Team Meeting Guide for leaders helps support their team conversations and prepare effectively for this discussion. Team Meeting Guides include:

Meeting objectives•Meeting tips•Tactics to help respond to questions about specific employee engagement items •How to start the discussion, share highlights of the results, and ask questions•How to share the organizational results and next steps•How to share personal actions and commitment to the team •



Each meeting is designed for a specific audience:Executives•Senior Leadership (i.e. VP, Regional Leadership, Directors)•1st & 2nd level leadership•

9

ExECuTIvE BRIEFINgS

PRovEN BuSINESS RESulTS

OnLinE ACTiOn PLAnS

SENIoR lEADER PlANNINg mEETINgS

FRoNT-lINE lEADER

TRAININg

EngagE

PartingWords® Exit Survey

PartingWords®

Too often, when organizations ask departing employees why they are leaving the organization, employees de-scribe the attributes of their new employer. For example, what attracted them to their new position, better pay, schedule, and benefits. However, the real question to ask these employees is, “What made you start looking, or respond to the recruiter’s call?”

TalentKeepers can help you better identify and respond to the issues that cause your employees to voluntarily leave your organization by asking the right questions in a short, concise survey. Use the results to determine whether or not issues causing employees to consider leaving are worth addressing and to learn how to deal with other employees who are still in the organization but struggling with the same issues. TalentKeepers recommends administering PartingWords twice, first at the time of departure and again 30 days later when responses may vary or be in greater detail.

PartingWords® is an integrated program that uncovers the true reasons why your team members leave your organization. The survey questions are organized by four proven turnover and engagement factors -- organization, job/career, co-worker, and leader.

Standard or customizable versions •available 8-minute survey•Ability to make survey anonymous •or non-anonymous and use as a re-recruiting toolMulti-media administration (i.e. online, •paper, phone)24/7 access to results•Ease of pulling reports•Ability to filter results by attributes that •matter most to your organization (i.e. tenure, performance, location)Results available down to the front-line •leader to drive accountabilityGlobal benchmarking, recommendations, and results presentation available •

TalentKeepers recommends administering PartingWords exit surveys twice, as employees terminate employment and, a second time 30 days following their last day of work.

Exit ing Employees

EngagE

14


Stay Interviews

CLEAR ConnectionsSM

Stay interviews can be an impactful component in your engagement strategies. However, many leaders, particularly newer ones, are reluctant to open the door to a conversation about growth, career opportunity and the future. They fear the tough questions and raising employee expectations they may not be able to meet. Making it a priority to discuss your employee’s aspirations, preferences and growth, goes a long way toward igniting employee engagement.






Could those rumors be true? I wish

we had more information.How do I

move up toHIS job?

When am I going to get

recognized in front of the

team?I need more variety, or I’ll have to start

looking around.

I wish I felt more

challenged.

11

12

ENGAGEENGAGE

Preferences uncover what is most valuable to each employee and are gathered in a way that provides clear direction and/or suggestions for leaders on how to leverage this information with each team member during the Handshake Meeting. Participation can be tracked to see progress at every step in the process.

Handshake Connection Leader Development Module This e-learning module teaches leaders how to effectively conduct The Handshake Meeting with their employees based on their FirstFit® survey results. This interactive module shares tips and illustrates ways leaders can maximize the value of the Handshake meetings. A companion, instructor-led workshop is also available to supplement or replace the e-learning module.

Handshake Meeting Guide• Structured, short 1:1 meeting between a leader and each team member to review FirstFit® survey results• Step-by-step guide on how to conduct a Handshake Meeting and provides tips for an effective discussion• Introduces team members to their role in engagement

The Handshake MeetingConversations between a team member and leader reinforce and strengthen shared goals and expectations. Over a decade of research shows that in today’s workplace job and career growth issues are paramount and the Handshake Meeting provides a safe forum to explore these topics. The simple structure and employee preference data guides the leader while providing an open forum to raise other relevant topics.

Online Action PlanAn online action plan allows leaders and team members to summarize their understanding of the Handshake Meeting, develop a plan to continue supporting their relationship, and increase the success of ongoing conversations about preferences and expectations.

The benefits are:• Hands-off method for driving action plan participation• Easy to use online action planning form• Built-in accountability and engagement metrics• Tracking and alerts allow operations to execute and manage the program

CLEAR Connections Process

Team Member Engagement

Team Co-Worker Connection®

Support and mutual respect among team members, project teams and co-workers is an essential ingredient in creating and maintaining an engaged workforce. Team Co-Worker Connection opens doors of communication and mutual work styles while helping to strengthen team member relationships. Building high-performing teams helps an organization take engagement to the next level by involving employees as part of the engagement process.

Organizations that value differences and diversity across all levels of employees allow everyone to

appreciate the mission and vision of the organization. Team members and co-workers play a significant role in employee engagement and want to have an active role in the process. Benefits your organization will experience are:

• Improved communication• Enhanced team building• Resolved conflicts without leader’s direction• Willingness to share information• Increased team performance

Team Co-Worker Connection® process:

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How does Team Co-Worker Connection work?• Employees take a short work preferences survey• Each employee accesses the online reports comparing their own preferences with each co-worker. Reports

are immediately available after completing the survey• Co-worker pairing can be done automatically for those employees who report to the same leader and

on-demand, by the employees using an invitation system• Each pair of co-workers meet to review their preference similarities and differences in a 1:1 meeting• During the 1:1 meeting, the employees learn how to leverage their similarities and differences in order to

work smarter together• Co-workers incorporate agreed upon strategies into their working relationships to drive better collaboration

and performance

ENGAGE

ClEAR Connectionssm

10

A one-on-one meeting between an employee and her leader to discuss, not results and tasks, but how they work together, the employee’s aspirations and opportunities for growth, is very impactful. Yet as an engagement and retention tactic, growth conversations occur too infrequently.




C areer and Job references l eader preferencesE ngagement preferencesA ndR ecogni t ion preferences


EngagE

Stay Interviews

Could those rumors be true? I wish we all had more information.

How do I move up to his job?

I need more variety in my work, or I’ll have to start

looking around.

When am I ever going to get some

recognition in front of the team?


How does it work?

Employees take a short work preferences survey•Each employee accesses the online reports comparing their own preferences with each co-worker. Reports •are immediately available after completing the surveyCo-worker pairing can be done automatically for those employees who report to the same leader, and •on-demand, by the employees using an invitation systemEach pair of co-workers meet to review their preference similarities and differences in a 1:1 meeting•During the 1:1 meeting, the employees learn how to leverage their similarities and differences in order to •work smarter togetherCo-workers incorporate agreed upon strategies into their working relationships to drive better •collaboration and performance

EngagE

13

Online Action Planning and Accountability The online action plan is available to all leaders and the benefits are:

Systemic method for driving action plan participation •Easy to use, pre-populated online action planning form •Built in accountability •Guidance on next steps •Suggested tactics to consider in order to act on feedback •

Team Meeting GuideSharing survey results is very important to those that participated. A Team Meeting Guide for leaders helps support their team conversations and prepare effectively for this discussion. Team Meeting Guides include:

Meeting objectives •Meeting tips •Tactics to help respond to questions about specific employee engagement items •How to start the discussion, share highlights of the results, and ask questions •How to share the organizational results and next steps •How to share personal actions and commitment to the team •



Each meeting is designed for a specific audience:Executives •Senior Leadership (i.e. VP, Regional Leadership, Directors) •1st & 2nd level leadership •

9

ExECuTIvE BRIEFINgS

PRovEN BuSINESS RESulTS

OnLinE ACTiOn PLAnS

SENIoR lEADER PlANNINg mEETINgS

FRoNT-lINE lEADER

TRAININg

EngagE

PartingWords® Exit Survey

PartingWords®

Too often, when organizations ask departing employees why they are leaving the organization, employees de-scribe the attributes of their new employer. For example, what attracted them to their new position, better pay, schedule, and benefits. However, the real question to ask these employees is, “What made you start looking, or respond to the recruiter’s call?”


PartingWords® is an integrated program that uncovers the true reasons why your team members leave your organization. The survey questions are organized by four proven turnover and engagement factors -- organization, job/career, co-worker, and leader.

Standard or customizable versions •available 8-minute survey •Ability to make survey anonymous •or non-anonymous and use as a re-recruiting toolMulti-media administration (i.e. online, •paper, phone)24/7 access to results •Ease of pulling reports •Ability to filter results by attributes that •matter most to your organization (i.e. tenure, performance, location)Results available down to the front-line •leader to drive accountabilityGlobal benchmarking, recommendations, and results presentation available •

TalentKeepers recommends administering PartingWords exit surveys twice, as employees terminate employment and, a second time 30 days following their last day of work.

Exiting Employees

EngagE

14


PartingWords™

Too often, when organizations ask departing employees why they are leaving the organization, employees describe the attributes of their new employer. For example, what attracted them to their new position, better pay, schedule, and benefits. However, the real question to ask these employees is, “What made you start looking or respond to the recruiter’s call?”


PartingWords is an integrated program that uncovers the true reasons why your team members leave your organization. The survey questions are organized by four proven turnover and engagement factors -- organization, job/career, co-worker, and leader.

• Standard or customizable versions available• 8-minute survey• Ability to make survey anonymous

or non-anonymous and use as a re-recruiting tool• Multi-media administration

(i.e. online, paper, phone)• 24/7 access to results• Ease of pulling reports• Ability to filter results by attributes

that matter most to your organization (i.e. tenure, performance, location)

• Results available down to the front-line leader to drive accountability

• Global benchmarking, recommendations, and results presentation available

Parting Words™ Exit Survey–Case StudyMissed Expectations

15Exiting Employees

PartingWords™ Exit Survey

16Motivating Employeesto Excel

Helping your employees adapt to new challenges and needs as well as excel in their roles is an ongoing challenge. Your organization is invested in these employees and motivated to coach and develop them to their fullest potential. Your leaders are a key strategic weapon in building a culture that can:

• Effectively manage change at all levels• Leverage experience to energize the culture• Foster career growth regardless of the trajectory• Enable leaders to focus on and prioritize development areas• Avoid “quit and stay” and other plateauing behaviors• Guide HIPOs through transitions• Facilitate cross-functional collaboration

Make an Immediate Impact with these leader Engagement and Development Tools

Leaders shape the experience and opinions of their employees. This is not big news, yet leaders remain an underutilized resource in building engagement and boosting retention. Leadership strategies can have the greatest impact on your efforts. Leaders set the tone on their team, choose what information to share, interpret company rules and how to apply them. They reinforce and coach.

EXCEL

Award-Winning Leader Training thatBuilds Engagement and Retention Skills

The Engagement andRetention Leadership Series™

Responsibility and accountability for engaging and retaining valued talent has moved out to the front lines and into the hands of leaders. Competitive pay, benefits, and incentives, while helpful, are not enough to keep workers from shopping for their next opportunity, particularly Millennials. Leaders, particularly front-line leaders, must be skilled in building a climate of engagement, retention, and a culture that speaks to employees in a way that encourages them to stay. Leaders will be your organization’s best defense against unwanted turnover.

Ask someone to think of the best boss he or she has had, and it will be a boss who that person trusted. Those that weren’t trusted will be remembered as the worst bosses. Do your leaders really know how to build trust? Trust Builder is just one of 11 blended learning programs that won HR Executive Magazine’s Top Training Product of the Year award.

Blended Training ProgramsTo meet the needs of different organizations and individual learning styles, TalentKeepers’ blended learning leader development training is comprised of three elements: an e-learning module, an instructor-led workshop, and on-the-job activities. TalentKeepers’ instructional design engages learners in a variety of learning techniques including simulations, quizzes, tips, and best practices to increase knowledge and skills. Clear instructions, guidelines and materials are provided for on-the-job practice and reinforcement activities.

Online Modules:• Contain relevant and focused content divided

into several learning topics• Delivered in short timeframes, allowing learners

to complete them quickly• Offer progress checks, realistic job simulations,

and printable job aids to facilitate on-the-job application of key skills

• The learner is guided through the online program which includes a Mastery Assessment to demonstrate knowledge and proficiency in the material

Instructor-led Workshops:• Offers skill development, practice exercises, and

group discussion• Can be customized to include your

organizationally-specific content• Designed to be delivered by your training staff or

a TalentKeepers’ facilitator• Delivery options can be in-person and/or virtual

On-the-Job Application Exercises• Offers skill development, practice exercises, and

group discussion to ensure learning is transferred to the participant’s job

• Can be customized to include your organizationally-specific content

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Sustains high engagement among •all employee levelsEnables individual performance•Empowers leaders through •awareness & coaching Builds team performance•Measurably impacts the customer •experienceSignificantly improves retention •



6Employee Engagement and Retention: A Systematic Approach

EngagE

Learning Topics include:

Trust Builder: Create a sense of respect and dedication with team members and colleagues

Talent Developer and Coach: Develop and coach team members to help them grow results in greater commitment and loyalty to the organization

High Performance Builder: Create conditions that reinforce high levels of team member performance, particularly critical for the most talented people

Esteem Builder: Give team members responsibility and freedom to act, and helps them build self-esteem

Engaging & Retaining Gen Y: Engage the newest and largest generation in a way they understand, with 5million entering the workforce every year

Climate Builder: Make work and the workplace enjoyable and fulfilling

Flexibility Expert: Learn to recognize and adapt to individual needs and views

Communicator: Learn to communicate effectively the importance of engagement and retention to team members and others

Retention Expert: Develop knowledge and an understanding of the supporting values central to initiating effective retention-focused actions

Retention Monitor: Gauge employee retention and takes preemptive action

Talent Finder: Explain how to effectively source and select qualified people

17

ExCEl

No leader comes to work wanting to do things poorly, but desire and motivation alone do not make a leader more skilled in essential engagement skills. Leaders need to be trained and understand their role in improving engagement and managing unwanted turnover.

Retention Roadmap™

A new employee interacts with many individuals when joining an organization. Recruiters, trainers, and HR personnel are just a few of the key stakeholders that influence the new hire’s desire to stay with your organization, and how engaged they become early in their tenure. Connecting and committing a new employee to the organization is more than just the leader’s responsibility. This retention tool offers a detailed schedule of prescribed critical touch points for non-traditional stakeholders and the new employee. The Employee Retention Roadmap™ is:

Designed to take pro-active control of every •opportunity to influence employees’ stay decisions during this critical period (i.e. first 90-days)Provides a “roadmap” of consistent •interactions at set timeframesConsistent scripting and repetition of key •themes, regardless of who is delivering the messageTalentKeepers will work with your •organization to define or create the Employee Retention Roadmap™ process:

Identify the timeline, goals, and key stakeholders •Brainstorm and agree on “Touch Points” •Introduce and implement the Employee Retention Roadmap •™

Track and monitor retention rates •Adjust “Touch Points” as necessary •

TalentKeepers will help you build a specific Retention Roadmap and a template that can be used with any new employee or for any role in the organization.

5

6

EngagE


18Leader Readiness Assessment

RQ - Retention Quotient is a self-assessment designed to measure a person’s understanding of and ability to apply leadership competencies that have been proven to increase employee engagement and team performance. RQ can also be used as a cutting-edge leader readiness assessment for employees who are interested in a leadership role and to help prioritize the participant’s leadership development plan. RQ is often used as a source of data for succession planning.

The situational judgment simulations focus on leadership competencies related to effective employee •engagement and retention behaviorProvides employees insight into real people-management scenarios they would have to manage as leaders •Reports are available for each individual leader and can be aggregated by various attributes •

insight Multi-Rater (360) Survey

Insight is a 360o survey that solicits input from individual leaders, their employees, peers, and their manager.

Insight’s objective is to enhance a leader’s awareness of their strengths and weaknesses so appropriate developmental activities can be determined and prioritized. Additionally, Insight can be used as a pre-training & post training diagnostic tool and as part of a leadership assessment program for development and promotion.

Content of the survey focuses on leadership competencies related to effective employee engagement and •retention behavior.Valuable comparisons are drawn in those areas where the leader and the other respondents differed in •their perceptions.Survey consists of structured items and respondents, other than the focal leader, will be anonymous •and identified only by their relationship to the leader (e.g., employee, manager, and peers). Reports available at individual and aggregate levels •Results of the survey illustrate how a leader perceives himself/herself, relative to the perceptions of •employees, peers and manager(s). Built-in action plan •

©2011 TalentKeepers®. All rights reserved Page 1

Insight® Report

Individual Results Company ABC

Report Prepared for: JANE SMITH Report Prepared on: xx/xx/2011

Survey Respondents: X out of x

Self: Leader:

Team Member: Peer:

X out of x X out of x X out of x X out of x

ExCEl

Insight Report


17

Esteem Builder: Give team members responsibility and freedom to act and helps them build self-esteem

Retention Monitor: Gauge employee retention and take preemptive action

EXCEL

Learning Topics Include:

Esteem Builder: Give team members responsibility and freedom to act and helps them build self-esteem

Retention Monitor: Gauge employee retention and take preemptive action

EXCEL

Leader Readiness AssessmentRQ - Retention Quotient is a self-assessment designed to measure a person’s understanding of and ability to apply leadership competencies that have been proven to increase employee engagement and team performance. RQ can also be used as a cutting-edge leader readiness assessment for employees who are interested in a leadership role and to help prioritize the participant’s leadership development plan. RQ is often used as a source of data for succession planning.

• The situational judgment simulations focus on leadership competencies related to effective employee engagement and retention behavior

• Provides employees insight into real people-management scenarios they would have to manage as leaders• Reports are available for each individual leader and can be aggregated by various attributes • Built-in action plan

Insight Multi-Rater (360) SurveyInsight is a 360º survey that solicits input from individual leaders, their employees, peers, and their manager. Insight’s objective is to enhance a leader’s awareness of their strengths and weaknesses so appropriate developmental activities can be determined and prioritized. Additionally, Insight can be used as a pre-training & post training diagnostic tool and as part of a leadership assessment program for development and promotion.• Content of the survey focuses on leadership

competencies related to effective employee engagement and retention behavior.

• Valuable comparisons are drawn in those areas where the leader and the other respondents differed in their perceptions.

• Survey consists of structured items and respondents, other than the focal leader, will be anonymous and identified only by their relationship to the leader (e.g., employee, manager, and peers).

• Reports available at individual and aggregate levels.

• Results of the survey illustrate how a leader perceives himself/herself, relative to the perceptions of employees, peers and manager(s).

• Built-in action plan.

19

20Certification Programs

For Human Resources Professionals

EXCEL

An HR professional’s ability to grow and advance professionally is dependent on a wide range of skills. Arguably, those important to career success may be the behavioral skills and interpersonal artfulness he or she brings to the job. TalentKeepers is now making available to HR professionals 11 engagement and retention e-learning programs that have been recognized by HR Executive Magazine with its Top Training Product of the Year award.

Trust Builder is a good example. Developing trust with people throughout an organization likely is the most critical skill an HR professional can possess. Without trust, her ability to achieve even basic goals is severely hampered. Trust is not a given based on a person’s title or role, but is earned based on a definable and teachable group of behaviors. This specific program will help HR professionals learn how to build trust, and coach others in their organization in trust-building behaviors.

Earn Recertification Credits for each program while learning invaluable skills that will enhance your HR career. Choose from 11 blended e-learning programs on essential topics like building trust, communicating effectively and coaching high performers. Each program includes an online learning experience, guided on-the-job learning, reinforcement activities and a mastery assessment.These programs represent fundamental core

competencies HR professionals must have to work effectively with stakeholders, colleagues and constituents throughout their workplace. These competencies are essential for sustained effectiveness and success in the human resources profession.

Topics include:1. Engaging and Retaining Generation Y2. Trust Builder3. Climate Builder4. Communicator5. Flexibility Expert6. Esteem Builder7. Talent Finder8. High Performance Builder9. Talent Developer and Coach10. Retention Monitor11. Retention Expert

Professional Certification information Each program is certified by the HR Certification Institute for professional recertification credits toward these professional certifications:•ProfessionalinHumanResources(PHR®)•SeniorProfessionalinHumanResources(SPHR®)•GlobalProfessionalinHumanResources(GPHR®)

Note: The use of the HRCI seal is not an endorsement by the HR Certification Institute of the quality of these programs. It means that these programs have met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

21 A History of Research

SOLUTIONS THAT GET RESULTS

Workplace America: Employee Engagement and Retention TrendsWorkplace America is the longest, continuously running national research reporting on trends, strategies, tactics and the future of talent management practices. This research, now over a decade long, helps to guide our product development, client implementations and support.

Workplace America includes data on “Best-in-Class” organizations where engagement and retention strategies have improved performance and transformed corporate cultures. Learn what they are working on, how they budget and execute initiatives, and the metrics they use to track outcomes. This process offers a valuable opportunity for benchmarking against those organizations that consistently achieve strong results from their efforts to engage and retain valued employees. A current copy of Workplace America can be downloaded on our website. TalentKeepers’ members always receive reports and white papers prior to national availability. To participate in the next national study, simply become a member of TalentKeepers and you will receive an invitation. All of your responses are kept strictly confidential.

BenchmarkingTalentKeepers has been gathering workplace retention and engagement data since 2000, covering dozens of industries that include organizations from Fortune 50 companies to not-for-profit charities. Our established benchmarks include a wide range of key engagement and retention indices that are essential metrics to guiding your strategies, practices and return on investment.

How do you measure up to others in your industry or the best-in-class? Find out how to benchmark your engagement and retention effectiveness by contacting us at [email protected] to learn more.

Custom SolutionsTalentKeepers can design and deliver custom surveys, workshops, seminars, and presentations for your internal audience -- including supervisors, managers and executives, HR teams, business unit leaders, and other stakeholders concerned about employee engagement and talent management. If required, we have the resources to customize any of our established products to meet your unique needs.

Live events can vary in length to meet your individual needs, from a key note presentation at an internal event to multiple-day workshops and seminars for groups from 10 to 1000 or more. TalentKeepers’ experts have designed and presented at over 1,000 conferences and corporations world-wide, bringing a compelling and strategic approach to talent management.

TalentKeepers’ employee engagement methodology and their knowledge of talent development, organizational change, business outcomes, and of the Healthcare industry have been cornerstones for starting to realize our goal of being a great place to work. We have leaned on their expertise in survey design, deployment and analysis for several years. Based on our partnership, we have seen our leaders embrace employee feedback and keep engagement as a priority throughout the year. Shani Lenard, MS, MADirector, Talent Development, Envision Physician Services

Customer-focused, responsive, knowledgeable, forward-thinking, and solution-oriented are just a few adjectives I use to describe TalentKeepers. We have partnered with TalentKeepers for over 10 years for the administration of our employee-engagement surveys. They go above and beyond to ensure an excellent customer service. The administration of the employee surveys is consistently smooth and they are always willing to modify or customize survey statements for us if needed. Their analysis of data and reporting is top-notch. Many of our leaders have reported that TalentKeepers analytics and the ease of reading and interpreting their reports are the best they’ve seen. They are committed to helping companies improve employee engagement and they do so in a very authentic and supportive way. I encourage any company who has the key initiative of enhancing employee engagement to contact TalentKeepers. You’ll be very pleased with the results that they will help you accomplish.Jenny Santos AVP, Employee Services, SAFE Credit Union

TalentKeepers is truly a partner in our engagement and retention strategic initiatives. They engage in strategic discussions, problem-solving and celebration of success. They listen to your needs and provide solutions when appropriate. They have outstanding customer service and follow-through. I am glad our College choose to work with TalentKeepers 2 years ago and I look forward to a continued partnership.Beth MendozaDirector of Talent Management , Moraine Park Technical College

We have worked with TalentKeepers consistently for the past 10 years. Through their engagement tools and expertise, we have been able to track and improve employee engagement in our Fortune 500 company, increasing business results. The staff at TalentKeepers is extremely knowledgeable and willing to customize solutions based on our unique business needs. Give TalentKeepers a call if you are serious about improving employee engagement and they will partner with you to make it happen!Executive DirectorTelecommunications Organization

We have partnered with TalentKeepers for our employee engagement survey every 6 months, and additional leadership development programs for all of our leaders in the organization. TalentKeepers is a true partner with your business. Much, much more than just a survey provider. Their expertise and guidance has been invaluable with the interpreting and steps after each survey. They are highly organized and are with you each step of the process - excellent project managers. Our employees have been very excited about the overall program. They provide many tools to support the process for the supervisors and managers. Their training programs are excellent - our supervisors and managers have found them extremely valuable. Lastly, their service is very personalized. You will not feel like a small fish in a big pond, as is sometimes the case with other companies. I would not hesitate to recommend partnering with TalentKeepers!Niki YarringtonChief Talent Officer, WESTconsin Credit Union

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Client Reviews

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280 W. Canton Avenue, Suite 100, Winter Park, FL 32789 407-660-6041 [email protected]

www.TalentKeepers.com

TK17-007

SurveysTalentWatch® Employee Engagement and Retention Systemwith proven surveys,detailed reporting,dynamic dashboard,online action planningand more.

OnBoardingOnBoard Connection™ Award-winning method of engaging new employees and building strong commitment fromday 1.

Stay InterviewsCLEAR Connections℠ Stay Interview system tostrengthen relationshipsbetween leaders and team members by openinglines of communicationand building trust.

Leadership DevelopmentEngagement and Retention Leadership Series™ Award-winning skills development for new and experienced leaders.

A beautiful thing isn’t it? We’re changing how organizations approach employee engagement and

retention. We’re delivering bottom-line business results with award-winning solutions to help employees commit, engage and excel.

Imagine your Workforce … Fully Engaged

Our Solutions

Engage.

Three words. They capture the essence of employee engagement and the

intent of every engagement and retention strategy. Since 2000 TalentKeepers

has been helping organizations and winning awards with solutions that ignite

engagement, boost retention and improve business results.

Increase your impact. Energize your engagement and retention efforts.

Contact us today.

Commit.

Excel.

Employee Engagement | Employee Retention | Onboarding | Leader Training | Employee Lifecycle Surveys | Exit Surveys | Research

407.660.6041 | [email protected]

A Company Is Known By The People It Keeps

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