Comparisons of Employee Engagement Scores reveal that organisations with high Q12 scores exhibit lower staff turnover, higher sales growth, better productivity, better customer loyalty and other manifestations of superior performance.

 

The results of the Gallup 2008 engagement index (1.5 million employees):

 

• Engaged Employees – 28%
• Not-Engaged Employees – 54%
• Actively Disengaged – 17%

In other words, 71% of the average company’s workforce is either under-performing or actively undermining their work.

 

The Gallup Organisation

Employee Engagement is widely accepted as a reliable barometer of workforce commitment and a significant predictor of Organisational Performance and Profitability

 

There are many tools that can be used to measure Employee Engagement. One of the best known is The Gallup Q12 Survey.

 

Numerous studies confirm the links between Employee Engagement, Organisational Performance and Profitability.

 

These are the questions in the Gallup Q12 Survey. As can be seen, the questions relate to the areas within the Align4 Organisational Performance Wheel.

 

Gallup Q12 Questions   1. Do I know what is expected of me at work? 2. Do I have the materials and equipment that I need in order to do my work right? 3. At work, do I have the opportunity to do what I do best every day? 4. In the past seven days, have I received recognition or praise for doing good work? 5. Does my supervisor, or someone at work, seem to care about me as a person? 6. Is there someone at work who encourages my development? 7. At work, do my opinions seem to count? 8. Does the mission or purpose of my company make me feel that my job is important? 9. Are my coworkers committed to doing quality work? 10. Do I have a best friend at work? 11. In the past six months, has someone at work talked to me about my progress? 12. This past year, have I had opportunities at work to learn and grow?

 

Studies have found that Engaged Employees share the following characteristics.

 

Characteristics of Engaged Employees   1. Consistent levels of high performance. 2. Natural innovation and drive for efficiency. 3. Intentional building of supportive relationships. 4. Clear about the desired outcomes of their role. 5. Emotionally committed to what they do. 6. Challenge purpose to achieve goals. 7. High energy and enthusiasm. 8. Never run out of things to do, create positive things to act on. 9. Broaden what they do and build on it. 10. Commitment to company, work group, and role.

 

 

More information on building Employee Engagement, and the Business Benefits that can be expected.

 

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