Are Your People Engaged? Using Gallup’s Q12 Employee Engagement Tool

A few years ago, the Gallup organization developed a research based tool called Q12, which measures employee engagement using twelve questions. What does employee engagement really mean? It means your people love what they do. They feel like they are in the right place doing something that makes a difference. They are empowered, encouraged, and motivated.

I want to share with you the twelve questions from the survey and how applying these metrics to our leadership can make an immediate difference on our teams.

are your people engaged

Gallup’s Q12 Survey Questions

 

  1. Do I know what is expected of me at work? Most Human Resources professionals would say that the job description needs to be written and clearly defined. I don’t know if that is necessary in every situation, but we must be certain our expectations are first, clear to us as leaders, and second, clear to our employees.
  2. Do I have the materials and equipment I need to do my work right? This speaks to empowering people to do their work. All of us simply want to feel successful at whatever work we do, whether it is cleaning the pool at home, making a tasty meal for our guests, or leading a change project at work. Give people a chance to succeed.
  3. At work, do I have the opportunity to do what I do best every day? When we do what we do best, we are happy, creative, and successful. Great leaders intentionally look to discover what their people do best and place them in that area. Twitter_logo_blue
  4. In the last seven days, have I received recognition or praise for doing good work? So important. But remember that different people like to receive praise and recognition in different ways.  For me, at each contact point with the people I lead, I aim to think of what they are doing exceptionally well and verbalize it to them.
  5. Does my supervisor, or someone at work, seem to care about me as a person? If I were to rank these questions in order of importance, I would place this one first. When we know that we are cared for as a person, and not just as a worker, we always rise to higher levels of engagement.
  6. Is there someone at work who encourages my development? We all want to do better, and become more. Are you intentional to help your people grow?
  7. At work, do my opinions seem to count? When we know our opinion is heard and carries weight, then we know we are valued.
  8. Does the mission/purpose of my company make me feel my job is important? Regardless of what we do for an organization, when we think the company exists to make a difference in the world, we feel more engaged in our work.
  9. Are my co-workers committed to doing quality work? When people around us are not as committed as we are, we lose motivation and feel taken advantage of.
  10. Do I have a best friend at work? I love working with friends. I definitely work with my best friends. They may not be people I see frequently in social settings, but when we are together I know without question I am among friends.
  11. In the last six months, has someone at work talked to me about my progress? People want to know how they are doing.
  12. This last year, have I had opportunities at work to learn and grow? This is another question related to growth and development. I have found that when people grow, they tend to be happier and more satisfied. Twitter_logo_blue

This list makes sense, but it will not make a difference in our leadership unless we apply it. I hope you and I apply it intentionally and consistently. Also, please consider using the Q12 tool through this link at Gallup, which you can also distribute to the people you lead.

Your Friend,
Wes Saade MD Signature

For Further Reading:

Leadership Happens One-on-One

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