Getting In-depth with the Gallup Q12 Employee Surveys


gallup.jpgWhat is the Gallup Q12?

The importance of keeping your employees emotionally engaged in your organization is a constant theme in our Thought Leadership blogs and more recently in our highly popular wall chart, 35 Ways to Influence Corporate Culture and Increase the Bottom Line.

At C.A. Short Company, we have found ourselves often referencing Gallup’s report, “State of the American Workplace,” as it relates to the need for active employee engagement. As part of our recent informative blog series, we’ve regularly pointed to results from Gallup’s Q12 measurements from employee surveys and how they can allow for such effective solutions to be drawn up.

What exactly is the Q12?

An ongoing employee survey that measures employee engagement, the Q12 consists of 12 actionable workplace elements that offer proven links to performance outcomes. Gallup actually spent years conducting thousands of interviews across most industries in multiple countries. It was in the late 90s that questioning was finalized and since then, it’s been administered to more than 25 million employees in 195 countries in 70 languages. With such lofty goals and intense research behind it, we believe it would be worthwhile to explain the meaning behind each element, in order to better understand how these outcomes are derived and put into action. 

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Q1: I know what is expected of me at work

This question addresses one’s ability to understand their place within an organization’s team. Do you know how your role is defined? Are you aware of your responsibilities on any given day? 

Q2: I have the materials and equipment I need to do my work right

Without the proper tools at your disposal, you cannot do your job to the highest degree possible. This question is meant to address discrepancies between what you have and what you need.

Q3: At work, I have the opportunity to do what I do best every day

Are you regulated to a set of tasks that don’t effectively utilize your unique set of skills? This question uncovers if you are in the appropriate area and if the company understands how to maximize the efforts of their employees by building on their strengths.

Q4: In the last 7 days, I have received recognition or praise for doing good work

Simply put: does anyone notice your effort? This question focuses on your company’s ability to pinpoint and highlight outstanding individual contributions.

Q5: My supervisor, or someone at work, seems to care about me as a person

Sadly, some organizations see their workforce as nothing but labor. This question aims to uncover how emotionally engaged the leaders in your organization already are.

Q6: There is someone at work who encourages my development

Is there an encouraging presence within your team or does everyone go about their own business on any given day? Without effective leadership or an encouraging atmosphere, engagement cannot thrive because it is not conducive to such conditions.

Q7: At work, my opinion seems to count

Do leaders take your thoughts and opinions into consideration? This question looks at whether everyone is headed in the same direction or just along for the ride when it comes to brand goals.

Q8: The mission or purpose of my company makes me feel my job is important

How well do you relate to the goals of your organization? If you aren’t in full agreement with where the company wants to go and the role you play in helping them get there, engagement is doomed to fail because there’s nothing to strive for in the long-term.

Q9: My associates or fellow employees are committed to doing quality work

Are you making up for the lack of effort your fellow team members employ or does your team work in unison to ensure everyone can complete their tasks at the highest levels possible? Those around you play an active role in your belief of the company itself.

Q10: I have a best friend at work

Relationships are important and act as an encouraging sign that a team is working as one. If everyone in the organization operates on a different wavelength, it will ultimately hinder the team’s ability to operate as a whole.

Q11: In the last 6 months, someone at work has talked to me about my progress

Metrics and statistics are important, especially as they relate to job performance. If you’re doing something wrong, yet no one tells you it’s wrong, you’re doomed to continue repeating the same mistake. By checking in with and encouraging personal growth, team members can maintain more realistic workplace goals.

Q12: This last year, I have had opportunities at work to learn and grow

Is there a program in place that encourages personal growth and allows for opportunity to further your skills and abilities? This question is designed to uncover your organization’s current engagement levels, as they relate to continued training and education.

As you can see, each of the 12 points associated with the Q12 have been meticulously crafted to maximize the survey’s results. Every individual question also represents a point within the four stages of hierarchy that an employee goes through on their path to engagement—from primary needs and individual contributions to the desire to make improvements and apply new ideas. By focusing on the emotional impact of one’s workplace environment, there’s more opportunity to uncover and correct any roadblocks that may arise. This is why we truly believe the Q12 is a powerful factor, as we continue to look at employee engagement and its importance in the workplace.

If you or your team took this survey today, how would you fare?

 

 35 Ways to Influence Corporate Culture and Increase Your Bottom Line 

 

At C. A. Short Company, we are your partner for increased employee engagement resulting in increased performance outcomes to grow your bottom line. Our process and research-based platform helps you engage your team in order to increase your bottom line, motivate your staff to the benefit of the entire organization, and reward your people for the positive changes they make. To request a Complimentary Consultation, please click here. 

 

Topics: Employee Recognition, Employee Engagement, Employee Recognition Strategies, Communciation, Gallup Q12

R Scott Russell, CRP, CEP | Director - Engagement Strategies

About the Author
R Scott Russell, CRP, CEP | Director - Engagement Strategies

R Scott Russell is a video host, public speaker, and a sought-after thought leader in the world of employee engagement and recognition. At C.A. Short Company, he is responsible for producing engaging content, helping clients maximize the effectiveness of their programs, and providing ongoing training and education.

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