Solutions · Programme
Employee listening
Start with a clear question and a trusted listening process. Organise feedback collection, participation reminders and team-level themes before deciding what to change.
Employee listening
Gather the relevant request and its supporting information.
Why it fits
What the programme organises
- Explain the purpose, access and feedback handling
- Keep participation separate from individual performance scoring
- Review group themes and publish an action response
Recommended modules
Modules for Employee listening
Each module is a documented Taloventra HRMS capability with its own page. Start with these, then add what your teams need.
Employee Portal
Company announcements
Create a central place for approved company updates, with clear publishing dates and relevant audience selection.
Employee Portal
To-do lists & tracking
Organise to-do lists and track everyday work through the employee portal. Keep the next action visible and connect individual tasks with the responsibilities people already manage.
Intelligent HRMS
Custom HR reports
Build a clearer picture of your workforce with custom reports across attendance, people and operations. Focus on the company, branch and period relevant to your decision.
A connected improvement loop
Listen. Act. Review. Repeat.
- Step 1
Listen
Questions and participation
- Step 2
Plan
Programme goals and owners
- Step 3
Act
Tasks, updates and reminders
- Step 4
Evaluate
Outcomes, context and next steps
Review, then improve the next cycle
Reports that lead somewhere
Show the programme. Understand the change.
Review programme participation, completed actions and employee feedback alongside retention or absence trends. A change in results is a prompt for investigation, not proof that the programme caused it.
Explore custom HR reports| Scope & period | Define the team, location and dates |
|---|---|
| Starting point | Record the baseline and data source |
| Actions & ownership | Track delivery and responsible people |
| Review & next steps | Explain results, context and follow-up |
Measures
Define what the report measures
Agree the definitions before the programme starts so every review compares the same things.
- Participation
Unique participants divided by invited employees, for the same programme period. - Action completion
Completed programme actions divided by planned actions, with overdue items visible. - Business context
Compare retention, absence or agreed team outcomes with the baseline; examine other changes before attributing impact.
Report participation and team-level themes with appropriate access and aggregation. Do not treat attendance or survey participation as an individual engagement score.
Background reading: CIPD: employee engagement and motivation
Questions
Questions about Employee listening
How do we get started?
Choose a specific use case, identify the people and information involved, and confirm module availability and configuration with the team.
How should we evaluate results?
Agree a baseline, reporting period and responsible owner. Review source records and wider business context before drawing conclusions.
Next step
Run the programme on the system you already use.
Announcements, tasks, reminders and reports are documented HRMS capabilities. We help you shape the programme around them.